Human Resources Assistant (Employee/Labor Relations)
Correspondence and Customer Service Controls and responds to incoming and outgoing correspondence:
determining priority, establishing suspense dates as required, referring to a supervisor or appropriate co- worker, and following-up to ensure suspense dates are met. Responds to a variety of inquiries regarding program policy and procedures. The incumbent takes a proactive approach to helping customers with problems and inquiries. The position screens questions or complaints from employees and union inquiries by determining the nature and scope of the problem. They informally resolve issues that can be satisfied by an explanation of personnel policies, such as the difference between absences without leave and leave without pay, and refers significant problems with potential for formal grievances, appeals and/or other third- party complaints to the appropriate HR Specialists in these program areas. Provides information and assistance to employees and supervisors based on interpretation of regulations and rules. Provides technical guidance, information, and assistance for a variety of Employee Relations programs such as disciplinary actions, grievances, appeals, complaints, and drug testing. Evaluates sensitive personnel issues and counsels employees on the requirements and repercussions of viable options. Employee Relations/Labor Relations Support The incumbent provides administrative support by responding to questions, complaints, problems or situations, and providing explanations of HR policy in Employee and Labor Relations. The incumbent identifies relevant facts and issues, analyzes individual circumstances, interprets data to determine facts surrounding required actions, determines relevant guidance and procedures, prepares reports and recommends appropriate corrective actions commensurate with assignment. The incumbent conducts regulatory research to provide a thorough response. Assists HR Specialists on special projects by gathering and organizing data, identifying issues and discrepancies, formatting material, and recommending improvements and solutions. Develops presentations, reports and analyses, as needed. The employee assembles evidence files and obtains information from relevant sources necessary for the HR Specialist to determine appropriate guidance/advice to management. Maintains, monitors and follows up on suspense items and reports. Prepares correspondence, reports, forms, and other documents required to complete actions. Assists the Specialist with the preparation of agency files for third-party appeals, including Merit Systems Protection Board appeals and Equal Employment Opportunity document requests and hearing files. Incumbent performs the same tasks for Disciplinary Appeals Board hearings, Administrative Investigative Boards, fact- findings, etc. The incumbent maintains and updates a variety of computerized databases, maintains statistical data necessary to comply with the reporting requirements of the Network/VACO, records and gathers data and prepares reports. The incumbent collects information and prepares draft responses to Freedom of Information and/or Privacy Act requests. Work Schedule:
Monday-Friday 8:
00am-4:
30pm Compressed/Alternate:
Negotiable Telework:
Available Position Description Title/PD#:
Human Resources Assistant (Employee/Labor Relations)/PD99978A and PD1045-A PD#99978-A, HR Assistant GS-7, PD# 1045-A HR Assistant GS-6. Physical Requirements:
Work is generally sedentary and requires sitting, walking, standing, bending, and/or carrying light items 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. To qualify for this position, applicants must meet all requirements by the closing date of this announcement. 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:
Comprehensive and thorough knowledge of laws, regulations, Executive Orders, agency HR policies and procedures, court decisions and issues as they pertain to the assigned areas of responsibility. Knowledge of agency organizational structure, management policies, procedures and practices. Knowledge of, and skill in applying, legal research methods, information- gathering techniques, and analytical skill sufficient to locate, interpret, and analyze for applicability and appropriateness, precedent and substantive decisions, and/or legal opinions that various courts, commissions, and administrative bodies have rendered. Ability to communicate ideas clearly both orally and in writing to effectively present findings and advisory opinions. Skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of HR issues or problems of a procedural or factual nature. Skill in collecting, analyzing, and organizing technical data. Ability to use qualitative and quantitative analytical techniques to make informed judgments on problems and issues. Practical knowledge of basic principles, concepts, and methodology to carry out assignments. Skill in establishing and maintaining effective working relationships with a wide range of personnel both internal and external to the agency. Knowledge of, and skill in interpreting, Federal Laws and VA regulations as they pertain to leave programs, such as FMLA. Knowledge of VA and OPM regulations. Knowledge of retirement systems (e.g. CSRS, Offset, FERS and FICA) is needed to determine appropriate system and to explain to employee. Knowledge of OPM and VA rules and regulations as it pertains to the employee recognition and awards program. 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- 203-7, PD#99978-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:
Possess graduate education directly related to the work of the position. Graduate education may be credited in those few instances where the graduate education is directly related to the work of the position. One full year of graduate education meets the requirements for GS-7. One year of full-time graduate education is considered to be the number of credit hours that the school attended has determined to represent 1 year of full-time study. If that information cannot be obtained from the school, 18 semester 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. To qualify for the GS-203-06 based on education:
Possess graduate education directly related to the work of the position. Graduate education may be credited in those few instances where the graduate education is directly related to the work of the position. Six (6) months of graduate education meets the requirements for GS-6. One year of full-time graduate education is considered to be the number of credit hours that the school attended has determined to represent 1 year of full-time study. If that information cannot be obtained from the school, 18 semester 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. 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 specified include 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. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
Estimated Salary: $20 to $28 per hour based on qualifications.
determining priority, establishing suspense dates as required, referring to a supervisor or appropriate co- worker, and following-up to ensure suspense dates are met. Responds to a variety of inquiries regarding program policy and procedures. The incumbent takes a proactive approach to helping customers with problems and inquiries. The position screens questions or complaints from employees and union inquiries by determining the nature and scope of the problem. They informally resolve issues that can be satisfied by an explanation of personnel policies, such as the difference between absences without leave and leave without pay, and refers significant problems with potential for formal grievances, appeals and/or other third- party complaints to the appropriate HR Specialists in these program areas. Provides information and assistance to employees and supervisors based on interpretation of regulations and rules. Provides technical guidance, information, and assistance for a variety of Employee Relations programs such as disciplinary actions, grievances, appeals, complaints, and drug testing. Evaluates sensitive personnel issues and counsels employees on the requirements and repercussions of viable options. Employee Relations/Labor Relations Support The incumbent provides administrative support by responding to questions, complaints, problems or situations, and providing explanations of HR policy in Employee and Labor Relations. The incumbent identifies relevant facts and issues, analyzes individual circumstances, interprets data to determine facts surrounding required actions, determines relevant guidance and procedures, prepares reports and recommends appropriate corrective actions commensurate with assignment. The incumbent conducts regulatory research to provide a thorough response. Assists HR Specialists on special projects by gathering and organizing data, identifying issues and discrepancies, formatting material, and recommending improvements and solutions. Develops presentations, reports and analyses, as needed. The employee assembles evidence files and obtains information from relevant sources necessary for the HR Specialist to determine appropriate guidance/advice to management. Maintains, monitors and follows up on suspense items and reports. Prepares correspondence, reports, forms, and other documents required to complete actions. Assists the Specialist with the preparation of agency files for third-party appeals, including Merit Systems Protection Board appeals and Equal Employment Opportunity document requests and hearing files. Incumbent performs the same tasks for Disciplinary Appeals Board hearings, Administrative Investigative Boards, fact- findings, etc. The incumbent maintains and updates a variety of computerized databases, maintains statistical data necessary to comply with the reporting requirements of the Network/VACO, records and gathers data and prepares reports. The incumbent collects information and prepares draft responses to Freedom of Information and/or Privacy Act requests. Work Schedule:
Monday-Friday 8:
00am-4:
30pm Compressed/Alternate:
Negotiable Telework:
Available Position Description Title/PD#:
Human Resources Assistant (Employee/Labor Relations)/PD99978A and PD1045-A PD#99978-A, HR Assistant GS-7, PD# 1045-A HR Assistant GS-6. Physical Requirements:
Work is generally sedentary and requires sitting, walking, standing, bending, and/or carrying light items 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. To qualify for this position, applicants must meet all requirements by the closing date of this announcement. 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:
Comprehensive and thorough knowledge of laws, regulations, Executive Orders, agency HR policies and procedures, court decisions and issues as they pertain to the assigned areas of responsibility. Knowledge of agency organizational structure, management policies, procedures and practices. Knowledge of, and skill in applying, legal research methods, information- gathering techniques, and analytical skill sufficient to locate, interpret, and analyze for applicability and appropriateness, precedent and substantive decisions, and/or legal opinions that various courts, commissions, and administrative bodies have rendered. Ability to communicate ideas clearly both orally and in writing to effectively present findings and advisory opinions. Skill in applying analytical and evaluative techniques to the identification, consideration, and resolution of HR issues or problems of a procedural or factual nature. Skill in collecting, analyzing, and organizing technical data. Ability to use qualitative and quantitative analytical techniques to make informed judgments on problems and issues. Practical knowledge of basic principles, concepts, and methodology to carry out assignments. Skill in establishing and maintaining effective working relationships with a wide range of personnel both internal and external to the agency. Knowledge of, and skill in interpreting, Federal Laws and VA regulations as they pertain to leave programs, such as FMLA. Knowledge of VA and OPM regulations. Knowledge of retirement systems (e.g. CSRS, Offset, FERS and FICA) is needed to determine appropriate system and to explain to employee. Knowledge of OPM and VA rules and regulations as it pertains to the employee recognition and awards program. 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- 203-7, PD#99978-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:
Possess graduate education directly related to the work of the position. Graduate education may be credited in those few instances where the graduate education is directly related to the work of the position. One full year of graduate education meets the requirements for GS-7. One year of full-time graduate education is considered to be the number of credit hours that the school attended has determined to represent 1 year of full-time study. If that information cannot be obtained from the school, 18 semester 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. To qualify for the GS-203-06 based on education:
Possess graduate education directly related to the work of the position. Graduate education may be credited in those few instances where the graduate education is directly related to the work of the position. Six (6) months of graduate education meets the requirements for GS-6. One year of full-time graduate education is considered to be the number of credit hours that the school attended has determined to represent 1 year of full-time study. If that information cannot be obtained from the school, 18 semester 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. 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 specified include 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. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
- Department:
0203 Human Resources Assistance - Salary Range:
$40,465 to $58,452 per year
Estimated Salary: $20 to $28 per hour based on qualifications.
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