This position is part of a career ladder; with the Full Performance Level to a Workforce ManagementSpecialist, GS-301-12 position. The employee in this position serves as a Workforce ManagementSpecialist, GS-301-11, who is responsible for performing technical assignments in support of FPS HQHuman Resource (HR) program and various regional administrative functions. The employee reviewsSF-52s submitted by FPS HQ and the Regions for adherence to HR guides and instructions. Theemployee ensures all HR requests are reviewed and approvals from the appropriate action officer(s) arepresent prior to forwarding to HRMS staff for further processing. The employee provides advise to theregional staff concerning in-processing practices, to included appropriate HR forms to present to thenew employees to complete.

Assists senior specialist, in performing a variety of duties relating to the management of administrativeand personnel services. Based on assignments, serves as a liaison and interfaces with the Headquarters(HQ) human capital office involving the implementation of integrated personnel management programs.Assist senior specialist responsible for reviewing and evaluating program areas as well as responding tothe inquiries regarding the impact of actions on personnel management matters.Based on instructions, provides recommendations that may influence which courses of actionmanagement should pursue regarding staffing requirements, workforce resources, program objectives,and problems. Provide input to senior specialist based on research of regulations and manpower datapertaining to adequate justification from managers seeking recruitment or staffing options. Based onprior experience and/or instructions, provides technical advisory services for assigned components thatspan different geographical locations for a variety of occupations (professional, technical, andadministrative). Responds to inquiries from assigned regions regarding application of established guidesand processes to include workforce management. Based on prior experience, reviews organizationalrequirements and/or studies relating to such factors as turnover, required competencies to identifystaffing trends, anticipated vacancies, etc. to develop short- range staffing requirements. Managesassigned out-processing personnel programs to include capturing and analyzing exit survey/interviewdata and provide input to senior specialist who is responsible for developing initiatives to mitigateidentified issues.

Basic pre-employment investigative background check may be required.