Human Resources Assistant
Recruitment & Placement:
40% Conducts recruitment/examining activities for non-competitive positions to include developing competency criteria, job analysis, etc. Amends established JAs with prior approval. Ensures the selectee(s) meets all regulatory and legal obligations for proposed appointments to include eligibility for Federal benefits, probationary prerequisites, and ability to meet special requirements such as security clearances, age or physical prerequisites, or drug testing requirements. Secures all required documentation i.e. proof of citizenship, transcripts etc. Sends notice of results to remaining applicants; and prepares files for announcement close out (i.e. copy of JA, lists of all applicants and their applications, list of eligibles referred, evidence of CTAP & ICTAP clearance, etc.). Codes staffing actions in accordance with the Guide to Process Personnel Actions, and coordinates with payroll personnel in order to resolve pay issues and ensure timely correction of errors, as well as ensures that all actions are processed by National Finance Center in an accurate and timely fashion. Assists HR specialist with the on boarding of new employees to include arranging for physical examinations (based on the occupation), ensuring completion of all appropriate benefits forms, extending job offers, coordinating Entry -on -Duty and/or release dates from losing office, forwards pre-employment packets to new appointees, and coordinates with other related functional offices involve in on-boarding (i.e. pre-appointment security checks). Independently conducts orientation for new appointees as determined appropriate. Reviews completed documents for missing or conflicting applicant information, as required. Responsible for processing new employee's enrollments, administering the oath of office, and ensuring standards of conduct and government ethics orientation are completed and signed. Explains pay rates, pay periods, within grade increases, annual and sick leave accrual, etc. in order to familiarize employees new to the federal government with certain HR terminologies and practices. Coordinates with security counterparts regarding applications for Identification Cards, when required. Coordinates and process required clearance documents for employees leaving the agency or federal service. Assists HR Specialist with identifying proper documentation to ensure the electronic personnel file is current and up to date during the recruitment and onboarding process. Compliance review team will review for accuracy. Responsible for any on-boarding scanning requirements during initial employment process. Responds to applicant inquiries regarding procedures for completing applications, status of job announcements, hiring procedures, and competencies needed to fulfill a position's major duties and/or requirements, etc. Assists specialists by maintaining automated databases in order to track information and extract data used to generate documents, records, and reports. Reviews and prepares correspondence and provide a variety of information as appropriate. Non-Staffing HR Program Areas:
60% Assists with Retirements, Telework, Benefits, New Employee Orientation (NEO), OWCP and HR Smart Coding. Acts as a liaison when needed between Medical Center employees and the Retirement Shared Service Office. Reviews, routes and obtains dispositions on telework request for the Medical Center. Ensures approved request are coded in HR Smart. Serves as point of contact for Medical Center employees to inquire about benefit eligibility. Coordinates and/or assist with open season activities to include health benefits fair. Coordinates with Medical Center POC to present HR topics at NEO. Prepares, obtains, codes and uploads to e-OPF all HR related documents from NEO. Assists injured employees and/or their supervisors in completing initial OWCP intake through the use of ECOMP. Codes all actions in accordance with the Guide to Process Personnel Actions, and coordinates with payroll personnel in order to resolve pay issues and ensure timely correction of errors, as well as ensures that all actions are processed by National Finance Center in an accurate and timely fashion. Assists PIV in a backup capacity. Promotion Potential:
The selectee may be promoted to the full performance level without further competition when all regulatory, qualification, and performance requirements are met. Selection at a lower grade level does not guarantee promotion to the full performance level. Work Schedule:
Monday through Friday, 8:
00 a.m. - 4:
30 p.m. (Other tours of duty may be discussed) Compressed/Flexible:
Available Telework:
Not Available Virtual:
This is not a virtual position. Position Description/PD#:
Human Resources Assistant/PD91065-A and PD91067-A Relocation/Recruitment Incentives:
Not Authorized Financial Disclosure Report:
Not required To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 10/26/2020. To qualify for the GS-203-07 based on specialized
Experience:
You must have one (1) year of specialized experience at the GS-06 level or equivalent for this position. Specialized experience is experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization. At the GS-07 full performance level, the incumbent demonstrates:
Knowledge of and skill in applying an extensive body of HR rules, procedures, and operations sufficient to perform a wide variety of interrelated and/or non-standard HR support work such as instruct facility supervisors and managers on multiple Human Resources programs. Comprehensive knowledge of HR automated resources in order to organize and document applicant qualification rankings, forward notice of results to all applicants, properly close out automated portion of job announcement, etc. Knowledge of payroll processing in order to facilitate new hire payroll document completion and successful hand off to payroll department. Ability to assess pay related issues in HR Smart and coordinate appropriate resolution. Comprehensive knowledge of payroll procedures and processes in order to recommend options or alternatives involving pay actions and processing systems. Knowledge of current HR database systems in order to retrieve and analyze information used to generate documents, records, reports, etc. that contain tables or graphs. Ability to coordinate actions, develop facts, and/or provide support in order to answer standard inquiries concerning merit promotional procedures; time-in-grade requirements; appropriate use of HR directives, policies or practices; nature of action codes; generic position descriptions; etc. Ability to communicate orally and in writing in order to respond to inquiries regarding Human Resource procedures, processes, and/or related functional areas. To qualify for the GS-203-06 based on specialized
Experience:
You must have one (1) year of specialized experience at the GS-05 level or equivalent for this position. The subject position is established to perform developmental assignments similar to the duties contained in the full performance position of HR Assistant, GS- 203-07, PD#91065-A. The required knowledge, skills, and abilities are adequately obtained through the satisfactory performance of progressively more difficult assignments that are essentially and substantially identical duties and responsibilities in nature as described in the full performance position description. However, assignments are limited in scope and depth. The supervisor and employee develop a mutually acceptable performance plan which typically includes identification of the work to be done, the scope of the position, and timelines/deadlines for work. Within the parameters of the approved performance plan, the employee is responsible for planning and organizing the work, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the process. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. OR, To qualify for the GS-203-07 based on education:
Applicants may substitute education for the required experience. To qualify based on education for this grade level, you must have successfully completed one (1) full year or eighteen (18) semesters hours of graduate education in a degree program directly related to the work of the position as a substitution for specialized experience. To qualify for the GS-203-06 based on education:
Applicants may substitute education for the required experience. To qualify based on education for this grade level, you must have a successfully completed six (6) months or nine (9) semester hours of graduate education in a degree program directly related to the work of the position as a substitution for specialized experience. Graduate Education:
This education must have been obtained in an accredited college or university. Transcripts (unofficial) are required at time of application. As a general rule, education is not creditable above GS-5 for most positions covered by this standard; however, graduate education may be credited in those few instances where the graduate education is directly related to the work of the position. Such education must demonstrate the knowledge, skills, and abilities necessary to do the work. In order to be creditable under this provision, the graduate education must have been gained in a curriculum that is qualifying for the position to be filled. As such, course work in fields closely related to those duties specified may be accepted if it clearly provides applicants with the background of knowledge and skills necessary for successful job performance. An academic year of graduate education is considered to be the number of credit hours that the school attended has determined to represent 1 academic year of full-time study. This determination is made based on normal course loads for a full year of study in the graduate program. If that information cannot be obtained from the school, 18 semester hours or 27 quarter hours should be considered as satisfying the 1 year of full-time study requirement. Part-time graduate education is creditable in accordance with its relationship to a year of full-time study at the school attended. When academic credit is expressed in contract months, units, or other terms that differ from conventional semester or quarter hours, it is the responsibility of the applicant to provide an interpretation of such credits from the appropriate institution in order to equate them to the semester or quarter hours specified in the standard. OR, To qualify for the GS-203-06/07 based on combination:
Applicants may also combine experience and education to qualify at these grade levels. Combinations of successfully completed post-high school education and experience may be used to meet total qualification requirements and may be computed by first determining the applicant's total qualifying experience as a percentage of the experience required for the grade level; then determining the applicant's education as a percentage of the education required for the grade level; and then adding the two percentages. The total percentages must equal at least 100 percent to qualify an applicant for that grade level. When crediting education that requires specific course work, prorate the number of hours of related courses required as a proportion of the total education to be used.
Estimated Salary: $20 to $28 per hour based on qualifications.
40% Conducts recruitment/examining activities for non-competitive positions to include developing competency criteria, job analysis, etc. Amends established JAs with prior approval. Ensures the selectee(s) meets all regulatory and legal obligations for proposed appointments to include eligibility for Federal benefits, probationary prerequisites, and ability to meet special requirements such as security clearances, age or physical prerequisites, or drug testing requirements. Secures all required documentation i.e. proof of citizenship, transcripts etc. Sends notice of results to remaining applicants; and prepares files for announcement close out (i.e. copy of JA, lists of all applicants and their applications, list of eligibles referred, evidence of CTAP & ICTAP clearance, etc.). Codes staffing actions in accordance with the Guide to Process Personnel Actions, and coordinates with payroll personnel in order to resolve pay issues and ensure timely correction of errors, as well as ensures that all actions are processed by National Finance Center in an accurate and timely fashion. Assists HR specialist with the on boarding of new employees to include arranging for physical examinations (based on the occupation), ensuring completion of all appropriate benefits forms, extending job offers, coordinating Entry -on -Duty and/or release dates from losing office, forwards pre-employment packets to new appointees, and coordinates with other related functional offices involve in on-boarding (i.e. pre-appointment security checks). Independently conducts orientation for new appointees as determined appropriate. Reviews completed documents for missing or conflicting applicant information, as required. Responsible for processing new employee's enrollments, administering the oath of office, and ensuring standards of conduct and government ethics orientation are completed and signed. Explains pay rates, pay periods, within grade increases, annual and sick leave accrual, etc. in order to familiarize employees new to the federal government with certain HR terminologies and practices. Coordinates with security counterparts regarding applications for Identification Cards, when required. Coordinates and process required clearance documents for employees leaving the agency or federal service. Assists HR Specialist with identifying proper documentation to ensure the electronic personnel file is current and up to date during the recruitment and onboarding process. Compliance review team will review for accuracy. Responsible for any on-boarding scanning requirements during initial employment process. Responds to applicant inquiries regarding procedures for completing applications, status of job announcements, hiring procedures, and competencies needed to fulfill a position's major duties and/or requirements, etc. Assists specialists by maintaining automated databases in order to track information and extract data used to generate documents, records, and reports. Reviews and prepares correspondence and provide a variety of information as appropriate. Non-Staffing HR Program Areas:
60% Assists with Retirements, Telework, Benefits, New Employee Orientation (NEO), OWCP and HR Smart Coding. Acts as a liaison when needed between Medical Center employees and the Retirement Shared Service Office. Reviews, routes and obtains dispositions on telework request for the Medical Center. Ensures approved request are coded in HR Smart. Serves as point of contact for Medical Center employees to inquire about benefit eligibility. Coordinates and/or assist with open season activities to include health benefits fair. Coordinates with Medical Center POC to present HR topics at NEO. Prepares, obtains, codes and uploads to e-OPF all HR related documents from NEO. Assists injured employees and/or their supervisors in completing initial OWCP intake through the use of ECOMP. Codes all actions in accordance with the Guide to Process Personnel Actions, and coordinates with payroll personnel in order to resolve pay issues and ensure timely correction of errors, as well as ensures that all actions are processed by National Finance Center in an accurate and timely fashion. Assists PIV in a backup capacity. Promotion Potential:
The selectee may be promoted to the full performance level without further competition when all regulatory, qualification, and performance requirements are met. Selection at a lower grade level does not guarantee promotion to the full performance level. Work Schedule:
Monday through Friday, 8:
00 a.m. - 4:
30 p.m. (Other tours of duty may be discussed) Compressed/Flexible:
Available Telework:
Not Available Virtual:
This is not a virtual position. Position Description/PD#:
Human Resources Assistant/PD91065-A and PD91067-A Relocation/Recruitment Incentives:
Not Authorized Financial Disclosure Report:
Not required To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 10/26/2020. To qualify for the GS-203-07 based on specialized
Experience:
You must have one (1) year of specialized experience at the GS-06 level or equivalent for this position. Specialized experience is experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization. At the GS-07 full performance level, the incumbent demonstrates:
Knowledge of and skill in applying an extensive body of HR rules, procedures, and operations sufficient to perform a wide variety of interrelated and/or non-standard HR support work such as instruct facility supervisors and managers on multiple Human Resources programs. Comprehensive knowledge of HR automated resources in order to organize and document applicant qualification rankings, forward notice of results to all applicants, properly close out automated portion of job announcement, etc. Knowledge of payroll processing in order to facilitate new hire payroll document completion and successful hand off to payroll department. Ability to assess pay related issues in HR Smart and coordinate appropriate resolution. Comprehensive knowledge of payroll procedures and processes in order to recommend options or alternatives involving pay actions and processing systems. Knowledge of current HR database systems in order to retrieve and analyze information used to generate documents, records, reports, etc. that contain tables or graphs. Ability to coordinate actions, develop facts, and/or provide support in order to answer standard inquiries concerning merit promotional procedures; time-in-grade requirements; appropriate use of HR directives, policies or practices; nature of action codes; generic position descriptions; etc. Ability to communicate orally and in writing in order to respond to inquiries regarding Human Resource procedures, processes, and/or related functional areas. To qualify for the GS-203-06 based on specialized
Experience:
You must have one (1) year of specialized experience at the GS-05 level or equivalent for this position. The subject position is established to perform developmental assignments similar to the duties contained in the full performance position of HR Assistant, GS- 203-07, PD#91065-A. The required knowledge, skills, and abilities are adequately obtained through the satisfactory performance of progressively more difficult assignments that are essentially and substantially identical duties and responsibilities in nature as described in the full performance position description. However, assignments are limited in scope and depth. The supervisor and employee develop a mutually acceptable performance plan which typically includes identification of the work to be done, the scope of the position, and timelines/deadlines for work. Within the parameters of the approved performance plan, the employee is responsible for planning and organizing the work, estimating costs, coordinating with staff and line management personnel, and conducting all phases of the process. The employee informs the supervisor of potentially controversial findings, issues, or problems with widespread impact. Completed projects, evaluations, reports, or recommendations are reviewed by the supervisor for compatibility with organizational goals, guidelines, and effectiveness in achieving intended objectives. OR, To qualify for the GS-203-07 based on education:
Applicants may substitute education for the required experience. To qualify based on education for this grade level, you must have successfully completed one (1) full year or eighteen (18) semesters hours of graduate education in a degree program directly related to the work of the position as a substitution for specialized experience. To qualify for the GS-203-06 based on education:
Applicants may substitute education for the required experience. To qualify based on education for this grade level, you must have a successfully completed six (6) months or nine (9) semester hours of graduate education in a degree program directly related to the work of the position as a substitution for specialized experience. Graduate Education:
This education must have been obtained in an accredited college or university. Transcripts (unofficial) are required at time of application. As a general rule, education is not creditable above GS-5 for most positions covered by this standard; however, graduate education may be credited in those few instances where the graduate education is directly related to the work of the position. Such education must demonstrate the knowledge, skills, and abilities necessary to do the work. In order to be creditable under this provision, the graduate education must have been gained in a curriculum that is qualifying for the position to be filled. As such, course work in fields closely related to those duties specified may be accepted if it clearly provides applicants with the background of knowledge and skills necessary for successful job performance. An academic year of graduate education is considered to be the number of credit hours that the school attended has determined to represent 1 academic year of full-time study. This determination is made based on normal course loads for a full year of study in the graduate program. If that information cannot be obtained from the school, 18 semester hours or 27 quarter hours should be considered as satisfying the 1 year of full-time study requirement. Part-time graduate education is creditable in accordance with its relationship to a year of full-time study at the school attended. When academic credit is expressed in contract months, units, or other terms that differ from conventional semester or quarter hours, it is the responsibility of the applicant to provide an interpretation of such credits from the appropriate institution in order to equate them to the semester or quarter hours specified in the standard. OR, To qualify for the GS-203-06/07 based on combination:
Applicants may also combine experience and education to qualify at these grade levels. Combinations of successfully completed post-high school education and experience may be used to meet total qualification requirements and may be computed by first determining the applicant's total qualifying experience as a percentage of the experience required for the grade level; then determining the applicant's education as a percentage of the education required for the grade level; and then adding the two percentages. The total percentages must equal at least 100 percent to qualify an applicant for that grade level. When crediting education that requires specific course work, prorate the number of hours of related courses required as a proportion of the total education to be used.
- Department:
0203 Human Resources Assistance - Salary Range:
$42,738 to $61,735 per year
Estimated Salary: $20 to $28 per hour based on qualifications.
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