4 = Advanced Applies the competency in considerably difficult situations. Generally requires little or no guidance. Applies the competency in considerably difficult situations. Generally requires little or no guidance. Demonstrates broad understanding of concepts and processes. 3 = Intermediate Applies the competency in difficult situations. Requires occasional guidance. Applies the competency in difficult situations. Requires occasional guidance. Demonstrates understanding of concepts and processes. 2 = Applies the competency in somewhat difficult situations. Requires frequent guidance. Applies the competency in somewhat difficult situations. Requires frequent guidance. Demonstrates familiarity with concepts and processes. 1 = Awareness Applies the competency in the simplest situations. Requires close and extensive guidance. Applies the competency in the simplest situations. Demonstrates awareness of concepts and processes. Requires and extensive guidance. General Competencies The general competencies were primarily selected from the DOE General Competency Model, and include the following: Accountability* Conflict Management* Consulting Continual Learning* Customer Service* Flexibility* HR Analytics Influencing/Negotiating* Interpersonal Skills* Oral Communication* Knowledge of DOE Business* Political Savvy* Problem Solving* Strategic Thinking* Teambuilding* Technical Credibility* Written Communication* competencies are part of the DOE General Competency Model or the HC-30 Competency Model and the proficiency maps used in those models have been taken verbatim from that models. The proficiency maps for all of the general competencies that are part of the DOE-HR Competency Model are provided beginning on the next page. Accountability - Determines objectives, sets priorities, and delegates work. Holds self and others accountable for measurable high-quality, timely, and cost-effective results - monitors and
evaluates plans, focuses on results, and measures attainment of outcomes. Accepts responsibility for mistakes. Complies with established control systems and rules. Awareness Intermediate Advanced Expert Understands office priorities by focusing on mission-critical assignments Interprets the impact of new guidelines and procedures mandated by leadership and reorganizes work priorities to ensure a timely and cost-effective implementation Demonstrates accountability for meeting performance standards and expectations by quickly zeroing on critical tasks and putting trivial tasks aside Presents position information on respective duties, performance expectations, and consequent impact on accomplishment of agency Clarifies revised expectations and methods for achieving results in light of failed or delayed agency-level project Recognizes opportunities to work on challenging assignments and holds for high-quality, timely and results Chooses to relevant information and helps others understand the big picture Empowers others by passing on the authority and allowing them to finish their own work Delegates workload to ensure key deliverables and responsibilities are accomplished in a timely manner Champions a culture where individuals are trusted to complete tasks and shares both responsibility and accountability broadly Comprehends the importance of completing assigned Accepts responsibility when missed deadlines affect major project outcome Monitors and evaluates program standards to ensure they are fully understood and utilized Investigates claims of employee violations and encourages others to take responsibility for actions Administers and provides oversight of a new complex procedure which entrusts responsibility for compliance to various agencies or parties Conflict Management - Encourages creative tension and differences of opinions. Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts and disagreements in a constructive manner. Awareness Basic Intermediate Advanced Expert Responds appropriately to a disagreement Discusses a difference of opinion by Engages in productive confrontations by Solves disagreements quickly by Resolves conflicts due to competing effective
with a co-worker or supervisor meeting with coworker or supervisor without letting it fester viewing them as opportunities, not competitions dealing with them directly and leading a consensus building process objectives, limited resources, or differing perspectives Understands how to avoid getting into conflicts by accident Modifies approach to an assignment on feedback to ensure coworker and stakeholder support Anticipates conflicts and proactively takes steps to address issues by meeting with the involved parties Applies mediation techniques to address behavior issues to ensure employees treat each other with respect Mitigates concerns regarding issues by investigating allegations and taking appropriate action Controls one’s emotions during a confrontation by avoiding getting visibly upset and taking it personally Address disagreements in an open and honest manner Alleviates conflict or concern by establishing common ground and getting cooperation Negotiates tough agreements and settles disputes equitably Operates well under pressure long enough to get a good deal for the organization Consulting: Applies knowledge of human resource policies and procedures to advise and assist managers/supervisors and/or employees on issues associated with Federal Human Capital Management or Federal employment in general. Awareness Basic Intermediate Advanced Expert Demonstrates basic understanding of customer’s individual business, organizational structures, systems, functions, and Identifies connections between customer’s individual business, organizational structures, systems, functions, and Generates effective guidance for organizations on a wide of human capital issues and initiatives while considering the customer’s perspective Recommends appropriate human capital interventions to resolve complex, interrelated problems and issues using a systems point of view based on validated Proactively opportunities to partner with stakeholders, leverage organizational resources, gain efficiencies, and achieve strategic goals
business processes business processes organizational needs Exhibits a general awareness of human capital programs and the organization’s mission Responds to human capital questions using knowledge of both human capital programs and the organization's mission Provides practical advice on implementing human capital programs based on an understanding of organizational needs Researches answers to difficult and unique human capital questions using knowledge of both human capital programs and the organization's mission Advises senior leadership on best practices to address a wide range of complex and interrelated human capital programs and issues using a systems point of view Demonstrates understanding of organizational improvement methodologies , (e.g. culture, business processes, and human capital needs) Identifies opportunities to improve organizational efficiency using a basic knowledge of organizational culture, business processes, and human capital needs Provides practical advice to others on implementing improvements in organizational efficiency Facilitates the implementation of large scale organizational, improvements, monitors interactions with and between others to achieve organizational success Advises senior leadership to direct corporate, cross-cutting human capital initiatives and processes within the organization with agility to gain buy-in from stakeholders Continual Learning - Assesses and recognizes own strengths and weaknesses through individual development planning; pursues self-development and integrates learning. Awareness Basic Intermediate Advanced Expert Recognizes opportunities for Solicits periodic feedback to continually improve quality of own work Recognizes areas needing improvement and takes training to increase skills Engages in systematic, training and development activities Partakes in leadership development opportunities including
training, coaching, and mentoring aligned with the strategic of the agency Understands the need to learn from others through proactive questioning Attends professional conferences to maintain technical knowledge Completes rotational assignment by meeting own developmental goals and aligning learning with organizational strategies Applies key concepts obtained through management training to improve effectiveness Champions continual learning opportunities that support the agency’s mission Takes training courses and applies concepts to daily work activities Works with supervisor to identify learning opportunities. Seeks opportunities to improve technical skills and Incorporates new knowledge to improve products and services Promotes and encourages others to take advantage of and developmental opportunities Leads an agency wide taskforce to identify skill gaps and advances cost effective solutions to reduce these gaps Customer Service - Balances interests of a variety of clients, and readily readjusts priorities to respond effectively to pressing and changing demands for information, advice and assistance. Anticipates and meets the needs of clients; achieves quality end products; and commits to continuous improvement of services. Awareness Basic Intermediate Advanced Expert Responds to routine customer questions in a timely manner Acts with customers in mind Ascertains customer information and incorporates the feedback to improve products and services Anticipates growing customer needs and expectations to continuously improve product development and service delivery Champions employee and stakeholder driven ideas to improve services to high-level agency officials and implements organizational changes that lead to quality end products assessment
Demonstrates a desire to meet the expectations of internal and external customers Listens well to customers and recognizes situations where they need additional assistance Addresses customer service deficiencies by involving coworkers to identify solutions Establishes and maintains relationships with customers and gains their trust and respect Promotes innovative customer service initiative which significantly improves quality and enhances customer satisfaction Maintains accurate contact information on agency website and updates the site to reflect changes to services Writes customer focused guidelines and user manuals Leads a work group consisting of stakeholders and neutral parties to develop solutions to customer service barriers Oversees customer satisfaction surveys, analyzes results, and makes necessary improvements Implements organization-wide customer service initiative to employee skill levels to improve customer service Flexibility - Openness to change and new information; adapts rapidly to new information, changing conditions, or unexpected obstacles. Awareness Basic Intermediate Advanced Expert Listens openly to suggestions on ways to improve one’s work products Adjusts project plan based on input from coworkers, supervisors, and stakeholders Incorporates customer feedback in order to streamline processes or improve outcomes Prioritizes assignments on feedback and leadership priorities Shifts programmatic goals and initiatives to align with administration and Congressional priorities Adapts new approaches intended to streamline or better document an established process Suggests ideas and new perspectives for consideration Seeks to create a team atmosphere that welcomes and employs new perspectives and ideas Oversees the implementation of approved changes and encourages early adaption Champions recommendations and opinions that proactively improve outcomes Comprehends responsibility for quality work products Maintains productivity, quality of work, and morale in times of change Meets with team to adjust and coordinate schedules to overcome an unexpected obstacle Prioritizes, considers alternatives, and responds quickly and effectively to unexpected and Implements a successful action plan after a major organizational change
rapidly changing conditions HR Analytics: Examines and evaluates data to manage and achieve results. Awareness Basic Intermediate Advanced Expert Compiles readily available data from prescribed sources Develops data required for use in the management and direction of programs recognizing and correcting obvious discrepancies and data omissions Develops data management and/or program evaluation plans, procedures, and methodology Guides the implementation of processes for data management and/ or program evaluation plans, procedures, and methodology Develops innovative applications of accepted or experimental structured analytic methodologies and techniques Seeks understanding of customers’ HR wants/needs to support decision making and HR operations Assembles knowledge generated within and across Human Capital community and Federal agencies to address customer’s requirements Evaluates analytic products, on-line knowledge bases, and databases for accuracy, clarity, conciseness, completeness and satisfaction of customer’s requirements Designs, develops, and implements management tools or methodologies to determine customer satisfaction as well as compliance with agency regulations, procedures, sound management practices, and effective utilization of staff Represents the Agency’s position within the Federal Human Capital Community, particularly when there are subtle differences and contentious, complex situations Identifies data required for use in the management Collaboratively seeks to understand the problem; creates a variety of Identifies outdated/unjustifiable (should this have been data?) to maintain objectivity Analyzes and evaluates proposed changes in mission, Conceptualizes different perspectives and alternative
Interpersonal Skills - Treats others with courtesy, sensitivity, and respect. Considers and responds appropriately to the needs and feelings of different people in different situations. Perceives, assesses, and positively influences one's own and other individuals’ emotions. Awareness Intermediate Advanced Expert Shows awareness of own emotions in work situations Understands impact of emotions on others Treats others with courtesy and sensitivity Establishes a high level of trust and makes self accessible to staff at all levels Clarifies and defends organization’s work effectively while Interacting with public interest groups with opposing viewpoints Responds with courtesy to coworkers’ inquiries and requests for assistance Assists new coworkers effectively integrate into the organization Corrects coworker’s mistakes in a courteous manner to encourage a cohesive work environment Encourages staff to voice their perspective on organizational policies and procedures and presents their concerns to direct supervisor or high-level agency officials Resolves highly sensitive and complex issues in a consistently open and approachable manner Listens appropriately to the needs and feelings of coworkers Alters approach to an assignment based on an honest of team members’ hesitation Advises coworkers on effective approaches to improve team synergy Solves an internal office dispute by tailoring the response based on careful consideration of the individuals involved Promotes open and honest lines of communication and cultivates a sense of unity and respect among staff Oral Communication - Makes clear and convincing oral presentations. Listens effectively; clarifies information as needed. Awareness Basic Intermediate Advanced Expert Understands the need to communicate in a clear and concise manner Conveys information effectively to further discussions on key initiatives Coordinates discussion on approaches to accomplish objectives and summarizes the Conducts presentations and briefings to stakeholders or high-level agency officials Defends complex information articulately when meeting with
Supports the daily activities of the organization, with an understanding of how actions impact the success of the agency Identifies activities that provide value in accomplishing activities that support the mission Formulates processes that accomplish established goals of the agency Analyzes program functions with staff for effectiveness and adherence to strategic priorities Implements the local strategic plan, ensuring that it is aligned to the Department’s mission Political Savvy - Identifies the internal and external politics that impact the work of the organization. Perceives organizational and political reality and acts accordingly. Awareness Basic Intermediate Advanced Expert Recognizes political issues that may impact work assignments Maneuvers through political issues effectively Addresses controversial political issues by conducting research and considering best practices Evaluates political implications by considering different courses of action on a key issue Clarifies political issues to staff and effectively works with the administration and Congress to receive legislative approval Comprehends organizational policies and directives Interprets news items that have an impact on the organization Alters policies based on new directives by political leaders in the agency Establishes a clear vision for the organization by meeting with staff to ensure initiatives are understood Leads reorganization of an agency by meeting with stakeholders to understand perspectives and reach consensus on plan Understands the administrations key initiatives and management principles Incorporates key policy terms into press releases, website pages, and guidance to stakeholders Adapts priorities to fit new political reality after a change in administration Reviews and edits white papers and other key guidance to ensure the content is aligned with the administration’s Champions the administration’s key initiatives by motivating and managing change
processes and systems effective and cost efficient programs and services Strategic Thinking - Formulates objectives and priorities, and implements plans consistent with the long-term interests of the organization in a global environment. Capitalizes on opportunities and manages risks. Awareness Basic Intermediate Advanced Expert Recognizes how strategic objectives are aligned with program/team goals Tracks metrics to assess attainment of strategic performance measures Establishes strategic performance measures that allow staff to continually assess and adjust program direction Implements strategic objectives for the organization by anticipating future consequences and trends Formulates effective strategies consistent with the business and competitive strategy of the Agency in a global economy Understands how priorities are addressed in the strategic plan Considers customer needs and trends in relation to the strategic plan Advances strategic priorities and explains to coworkers how they augment the strategic plan Conducts review of the program's mission and gathers information from relevant sources to support modifications to the strategic plan Designs and defends approaches and procedures to establish a strategic plan supporting key national and objectives Comprehends the program’s vision work towards success, affordability and sustainability Anticipates a demographic change in society and promotes a strategy to capitalize on new opportunities and/or reduce risks Determines objectives and sets priorities; anticipates potential threats or opportunities Establishes, promotes, modifies, and defends the Office’s vision Team Building - Inspires and fosters team commitment, spirit, pride, and trust. Facilitates cooperation and motivates team members to accomplish group goals. term
new skills and knowledge in technical area of expertise guidelines for internal and external use identify and resolve conflicts between theories, procedures, requirements, regulations, and policies and communicates the latest developments in specialty area through agency guidelines and criteria new approaches to resolve technical problems by applying expert knowledge in subject matter Reviews legal forms and documents for completeness of required data Keeps up-to-date about current and potential future policies, practices, trends, technology, laws, and information affecting the organization Examines and validates data, identifying discrepancies and consolidating information into a status report Formulates strategies to establish priorities and meet objectives Champions the implementation of new procedures and practices and ensures their effectiveness Written Communication - Writes in a clear, concise, organized, and convincing manner for the intended audience. Awareness Basic Intermediate Advanced Expert Summarizes recommendations made in a staff meeting Writes daily briefs and program guidelines for direct supervisor review and approval Prepares and writes documents outlining programmatic changes Leads effort to write and revise regulations to address statutory changes Publishes and defends advanced research findings and guidelines Maintains checklist to track project status Develops and drafts press releases, ensuring important issues are addressed Formulates and writes reports and position papers outlining various viewpoints Reviews technical reports, edits materials, and provides suggestions to improve clarity while ensuring documents are targeted to the intended audience Writes, reviews, and promotes whitepapers on key agency objectives for use by high-level agency officials Contributes to the success of a team Creates, updates, and Creates promotional Prepares memorandum to Writes budget narratives and
Responds to routine customer questions related to compensation and pay within a specific deadlines With Senior HR Specialist oversight, reviews basic inquiries related to pay leave, and other compensation related matters Independently provides advice and assistance to managers and employees on complex pay, overtime or entitlement questions or problems Advises management, employees, and union officials on work scheduling and hours of work requirements and flexibilities (including alternative work schedules) and premium pay entitlements associated with various work scheduling scenarios (e.g., overtime, night or Sunday pay) Serves as a HR Advisor in providing significant advice and guidance to managers and employees Demonstrates an ability to increase knowledge of basic federal compensation and pay guidelines, policies, etc. With Senior HR Specialist oversight, prepares basic reports consistent with applicable laws, regulations, rules, and/or guidance Assesses and estimates the payroll costs that may be incurred from various work scheduling options Independently interpret and applies pay rules and regulations to analyze employee and payroll information to identify and resolve errors or discrepancies Provide expert advice on employee grievances and claims involving pay and entitlements; and other compensation issues Communicates factual and procedural information clearly, orally and in writing With Senior HR Specialist oversight, discusses laws, regulations, rules, and/or guidance with management and employees Independently analyzes pay and leave laws and regulations to assist in developing guidance and other informational and training materials for managers and employees Analyzes regulations to develop operating procedures or processes for an organization’s alternative work schedule; leave bank and leave sharing; and/or recruitment, relocation, and retention Develops policies and programs to implement new pay and leave legislation, regulation, and court decisions
Employee Benefits – Knowledge of HR concepts, principles, and practices related to retirement, insurance, injury compensation, and other employee benefits programs. Awareness Basic Intermediate Advanced Expert Responds to routine customer questions related to employee benefits within a specific deadline With Senior HR Specialist oversight, reviews inquiries related to employee benefits and retirement matters Independently counsels management, employees, and beneficiaries on program coverage, options, variances in coverage, and advantages and disadvantages of benefits; Resolves problems in the administration of the benefits program that are of a level of complexity Develops guidance material on the implementation of methods and procedures for retirement program operations; involving areas that require new or substantially modified work methods or procedures because of complex problems or deficiencies Demonstrates an ability to increase knowledge of basic federal employee benefits guidelines, policies, etc. With Senior HR Specialist oversight, prepares benefits and reports consistent with applicable laws, regulations, rules, and/or guidance Determines the appropriate treatment of matters as they apply to moderately complex retirement and insurance benefits issues relating to the validity of marriage, divorce, and descent and distribution of property Explain options to employees regarding military benefits, veterans’ preference, and prior Government service Represent the agency as an expert advisor in external matters both in the public and private sector on benefits programs Communicates factual and procedural With Senior HR Specialist oversight, Makes retirement determinations involving hard to Prepares sensitive correspondence on complex, Provides expert advice, interprets and explains to
information clearly, orally and in writing discusses benefits and laws, regulations, rules, and/or guidance with management and employees prove medical impairments delicate, or highly contested benefits case matters and retirement determinations employees the relationship of the Federal retirement and insurance programs to other retirement and insurance programs (Social Security, military provisions, worker’s compensation, and private insurance companies) Employee Relations: Knowledge of laws, regulations, case law, principles, and practices related to employee conduct, performance, and dispute resolution (5 C.F.R. Part 432 and 5 C.F.R. Part 752). Awareness Intermediate Advanced Expert Provide answers to recurring types of questions and explanations of Employee Relations (ER) policy Perform highly structured, work designed to develop broader and more knowledge and skill about policy issues to perform assignments Advise managers about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems Review and interpret policy and procedures to ensure consistency in application and recommend modifications Counsel top agency officials concerning the agency’s ER issues. Gather and analyze basic facts Communicate factual and procedural information clearly, orally and in writing Explain rules and procedures to employees and help them understand their rights and obligations Coordinate consultations with experts, such as medical specialists and others, to facilitate solutions to Advise top agency management officials on the development and implementation of the innovations
complicated issues Informally resolve recurring issues by explaining basic ER policies such as approvals of sick leave Gather and analyze basic facts and draw conclusions Maintain and encourage objectivity in emotionally charged situations Formulate new ER procedures, principles and methods; Develop agency case strategy, and prepare, present and/or defend the agency’s position before third parties. Human Resource Development: Knowledge of employee development concepts, principles, and practices related to planning, evaluating, and administering training, organizational development, and career development initiatives. Awareness Intermediate Advanced Expert Uses existing quantitative and qualitative data collection mechanisms; establish a basic evaluation plan, evaluating data and drawing conclusions Apply highly structured data evaluation methodologies using existing data collection methodologies; derive additional data from existing data to expand evaluation to illustrate effect of solution options Collects data and evaluates to formulate problem statements to be analyzed or researched; conducts independent research on a defined problem; performs analysis on research output, recommending alternative solutions with associated risks Formulates and executes original research and analysis of issues that impact the full scope of HR Development; illustrates scope of impacts of alternative policies; advises agency and/or organizational leadership on near and long term policy impacts Acts as an agency subject matter expert on matters related to training and/or HR Development analysis; advises agency and/or organizational leadership on alternative approaches to established HR Development related analysis methodologies Demonstrates a general understanding of basic human resource development Applies basic human resource development concepts and performs basic human resource development processes to assist Provides full range of human resource development solutions to address moderate to difficult workforce Interprets human resource development policy; identifies, proposes, and implements human resource Performs as a on resource development concepts, principles, and methods;
concepts and processes in solving simple organizational problems development problems at the division or unit levels development solutions for addressing complex problems at the unit or organizational levels formulates policy and advises senior management on appropriate human resource development strategies to address organizational problems Demonstrates understanding of training needs assessment surveys, training reports, and competency models Conducts training surveys and analyzes the information and data obtained in order to anticipate human resource development and training needs for specific categories of positions that involve fairly well-defined and readily understood duties (e.g., custodial, administrative support and assistance) Provides established HRD services, including executing tasks and procedures to develop HRD system competency models and assessments, for a local facility Analyzes, explains, proposes, and defends the relative merits of available options for addressing HRD-related problems at the organizational level Serves as the senior HR advisor for a multi-mission agency engaged in research, development, test, evaluation, and maintenance functions on a national and/or international scale HR Information Systems – Knowledge of HR management concepts, principles, and practices related to identifying and analyzing HR processes, translating requirements into technical requirements, and delivering and maintaining HR information systems.
Awareness Basic Intermediate Advanced Expert Responds to routine customer questions related to HR Information Systems in a timely manner With Senior HR Specialist oversight, reviews inquiries related to HR Information Systems Applies database management systems and quality assurance principles and practices sufficient to maintain data quality for the HR database Applies a wide of methods, principles, and practices in the HR field, including business process knowledge of staffing, recruitment, benefits, position classification, position management, employee relations, and/or human resource development to develop, enhance or resolve issues with HR IT Systems Develops and implements a plan of action or project plan or specifications necessary to carry out the requirements for the HR information system(s) technical assistance on the HR automated system’s procedures and applications Demonstrates a desire to increase knowledge of basic HR Information Systems instructions, bulletins, updates, guidelines, and/or policies. With Senior HR Specialist oversight, prepare HR Information Systems reports consistent with applicable laws, regulations, rules, and/or guidance Applying methods to process transactions and record updates to a portion of the databases that are part of the HR information system sufficient to maintain a portion of a large database or a module supporting an HR business process Serve as the senior specialist in the design, implementation, maintenance and/or operation of an automated HR information system(s) for assigned facilities Develop strategic plans for the development, enhancement, maintenance, and future development of the HR information system(s) Communicate factual and procedural information clearly, orally and in writing With Senior HR Specialist oversight, discuss HR Information Systems issues and guidance Provide assistance in solving workforce issues that are impacted by HR information systems and implementing Provide advice and guidance to management officials on a variety of complex HR problems as they Conduct systematic studies to identify long and short HR information system needs of
with management and employees organizational and procedural changes relate to the automated HR system serviced organizations Labor Relations: Knowledge of laws, rules, regulations, case law, principles, and practices related to negotiating and administering labor agreements (5 USC Chapter 71). Awareness Basic Intermediate Advanced Expert Has familiarity with agreements and uncomplicated proposals Prepares labor agreements on relatively uncomplicated proposals Uses non-traditional collaborative skills and approaches to labor relations, including partnership, alternative dispute resolution, bargaining, and facilitation Provides advisory services on enterprise-wide issues pertaining to the potential impact of negotiations and third-party decisions concerning management rights as defined in statute Develops enterprise-wide methods of measurement that provide a valid measurement of the success of the program Has working knowledge of unit and employee representation, unfair labor practices, arbitration, negotiability, impasses, and other related issues Reviews unit and employee representation, unfair labor practices, arbitration, negotiability, impasses, and other related issues Assesses potential impact and precedent-setting implications of pending disputes before third-party authorities Represents management in unfair practice and representation hearings before the Federal Labor Relations Authority and in impasse proceedings before the Federal Services Impasses Panel Develops enterprise-wide methods of measurement to provide accurate assessments of programs
Has working knowledge of laws, regulations, and precedents Researches and evaluates laws, regulations, and precedents Communicates agency-wide labor relations policies and procedures to management and staff of the local organization or organizational segments serviced Resolves unfair labor practice charges and complaints; arbitration of grievances; resolution of negotiability issues; and conformance of labor agreements with applicable laws Develops enterprise-wide methods of measurement that provide a assessment of the success of the program Human Resources Laws and Federal Government Regulations – Knowledge of Human Resources Management Regulatory Laws, Principles, concept, practices and techniques, Executive Orders, Title 5, U.S. Office of Personnel Management Regulations. Awareness Basic Intermediate Advanced Expert which regulations, policies and DOE Orders apply to assigned responsibilities, and can refer to them in order to complete tasks correctly. Able to perform functions in compliance with applicable regulations, policies and DOE Orders as directed, and consult applicable legal resources as needed. Independently performs tasks with a full working knowledge of all legal requirements and is able to provide comment to peers and customers on legal basis for decisions made. Provides customers and peers with guidance on how to meet program goals within the legal parameters of all applicable regulations, policies, and DOE orders. Demonstrates a complete understanding of HC and customer mission objectives and sets clear direction that reflects a complete and comprehensive understanding of all legal options available to achieve those objectives. Understands the importance of legal precedents and understands their potential Knows what resources are available, in order to locate and research prior decisions Independently researches available resources in order to locate legal decisions that would have a Provides customers and peers with clear and concise interpretations of legal precedents Demonstrates a complete understanding of issues underlying current cases,
impact on current internal decisions. made by third parties and the courts, and can effectively use them when directed. direct bearing on relevant issues and current ongoing cases. and case law, and explains their applicability to relevant matters and current cases. and is able to apply past legal precedents in order to formulate strategies and solutions to current issues. Able to brief all levels of management on strategies and solutions based on past legal precedent. Understands the DOE organizational structure sufficiently well enough to know roles and responsibilities of various organizations. Able to consult with various organizations in to obtain needed information and guidance to complete tasks. Independently identifies issues for resolution and counsel from appropriate organizational resources. Cultivates strong peer to peer relationships across organizations and works collaboratively with POCs to resolve issues. Demonstrates a complete understanding of organizational roles and responsibilities, and builds strong working relationships with all levels within organizations in order to formulate strategies that support mission accomplishment and resolve issues. Recruitment/Placement – Knowledge of HR concepts, principles, and practices related to identifying, attracting, and selecting individuals and placing them into positions to address changing organizational needs. Awareness Basic Intermediate Advanced Expert Responds to routine customer With Senior HR Specialist Advises management Coordinating with and advises Participate as a senior
questions related to routine recruitment and placement matters within a specific deadline oversight, advise on the procedural and regulatory requirements governing the merit promotion process officials on various types of appointments and their appropriate application in both the competitive and excepted services less senior HR Specialists on technical issues involving recruitment and placement actions perform internal placement duties including conducting job analysis, preparing promotion and placement products, and issuing promotion and referral certificates consultant for major agency components or equivalent organizations in designing and planning a future workforce that is responsive to dynamic changes in mission and business practices brought on by various factors such as downsizing, technological advances, and competition in the labor market Demonstrates an ability to increase knowledge of recruitment and placement instructions, bulletins, updates, guidelines, and/or policies. Establishes and maintains effective relationships with management to gain confidence and cooperation of supervisors and managers for the management advisory service provided. Performs internal placement duties including conducting job analysis, preparing promotion and placement products, and issuing promotion and referral certificates Provides technical advice to HR operations staff in resolving the most difficult and controversial recruitment and placement problems including defining issues, determining applicable precedents, laws, or regulations, and identifying the most effective approach and technique to validate the correctness and Serves as an HR Expert, formulate new HR concepts, principles, and methods
propriety of the actions taken Communicates factual and procedural information clearly, orally and in writing With Senior HR Specialist oversight, discusses staffing and recruitment issues and guidance with management and employees Develops rating factors and crediting for vacancy announcements using a variety of standardized internal/external recruitment strategies to aid in strategic recruitment planning Provides authoritative management advisory service including defining issues, determining applicable precedents, laws, or regulations, identifying the most effective approach, and validating the correctness and propriety of the actions taken. Provide Expert HR Advice to top agency management officials on the development and implementation of the innovative HR recruitment and placement initiatives Workforce Planning: Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to human capital with organizational goals. Awareness Basic Intermediate Advanced Expert Articulates an understanding of organization direction / strategy. Identifies and gathers data needed to develop a workforce and succession plan Identifies current and future capital needs including workforce size, distribution, and competencies needed to achieve mission Analyzes and evaluates agency workforce including distribution, competencies and current recruiting strategies to identify and forecast workforce and succession needs Provides subject matter expertise in responding to inquiries related to strength accountability, manning control, and retraining; recommendations to Agency leaders on strategies to achieve organization workforce and succession planning goals based on analysis of agency
workforce distribution, competencies, and recruitment trends. Exhibits planning skills in the context of workforce planning Conducts basic analysis to identify and illustrate HR trends Provides analysis and reporting on workforce trends to inform the organization’s strategic recruitment campaign Researches workforce trends, develops and proposes strategies and solutions to address recruitment and retention problems using relevant workforce planning information Advises leaders enterprise-wide on the redistribution of resources across the organization; serves as the preferred consultant on workforce planning initiatives Articulates the basic concepts of workforce planning Applies basic workforce planning concepts within an individual office Identifies, analyzes, and communicates existing workforce data for associated risks/ challenges to organization mission achievement Facilitates discussions with program heads to identify current and future mission, functions and workload drivers. Provide input and influence HC operating policies, procedures, and practices that govern an enterprise’s workforce planning needs