[PMAGList] PMAG Forward: GS 13 Human Capital Vacancy Announcement

[PMAG@PMAG.org]

CNCS has asked PMAG to forward the following vacancy to the PMF  
community.

Become a Catalyst for Civic Engagement!

New Opening: Human Capital Specialist (Staffing)  NY-0201-03
open to all sources, February 6, 2006 – March  3, 2006
Announcement # 06-10
Salary Range: $54,272 - $90,000

Location:               1201 New York Ave, N.W.
                                 Washington, D.C. 20525
Office:            		Office of Chief Executive Officer (CEO), Office  
of Human Capital (OHC)
Office of Position Management, Staffing & Employee Development (PMSED)

The Corporation for National and Community Service (CNCS) delivers on  
America's tradition of volunteerism and service in ways that improve  
lives, strengthen communities, and foster civic pride. During the  
past decade,  CNCS and its programs - Senior Corps, Learn & Serve  
America, AmeriCorps*State & National, AmeriCorps*VISTA, and the  
National Civilian Community Corps (NCCC) - have mobilized millions of  
citizens of every age and walk of life to support our communities.   
This position is open to all sources.

Principal Objective:

The Human Capital Specialist (Staffing) supports Corporation managers  
and supervisors in recruiting and staffing high quality diverse job  
applicants to fill vacancies in Washington D.C. (i.e., Headquarters)  
and state offices nation-wide.  Such customer support is provided  
using highly technical computer applications, succession planning,  
and job applicant assessment strategies.  The incumbent applies  
position classification practices and workforce management tools to  
guide managers and employees.


Duties and Responsibilities:

Uses workforce management projections to help managers and  
supervisors plan and conduct staffing and recruiting efforts to fill  
staff vacancies.  Applies OPM’s 30-Day (Executives) and 45-Day (non- 
Executives) hiring models to establish a recruiting timeline with the  
selecting official; identifies appropriate job competencies and  
develops a computerized vacancy announcement including on-line  
weighted questions. In addition, prepares marketing flyers and uses a  
world-wide computerized application system and other search  
techniques to identify and encourage targeted applicants.  Practices  
affirmative action and reaches out to a variety of applicant pools.

Oversees computerized job applicant process including assisting  
applicants with system access problems, preparing selection  
certificates, and accessing historical race, nationality, and origin  
(RNO) and applicant data.  Provides electronic status feedback to  
applicants.

Reviews applications, makes qualification determinations, prepares  
lists of qualified applicants, and assists managers and supervisors  
in convening rating panels and employing applicant assessment tools.  
Provides certificates of eligables and is responsible for  
administering veterans’ preference.  Applies similar tools and  
techniques for internal placement actions.

Assists selecting officials with the interview and selection process.  
Based on a working knowledge of assessment strategies brings a  
variety of assessment tools and techniques to the attention of the  
selecting official including a timely plan to apply such assessments.  
Studies and prepares reports on the application of assessment  
strategies.

Works closely with managers and supervisors to address succession  
planning issues. Is well versed on present organizational structures  
and provides workforce management guidance and recommendations to  
meet future staffing requirements.

Conducts position classification reviews and applies position  
classification standards to accomplish desk audits and ensure the  
accuracy and consistency of all Corporation position descriptions.  
Guides managers and supervisors in their use of position  
classification flexibilities.

Conducts workforce management reviews and applies organizational  
analysis to guide managers and supervisors in alternate strategies to  
achieve a high quality workforce.  Consults with managers and  
supervisors regarding internal staffing matters such as promotions,  
recommended pay-bands, reassignments, and working with the Senior  
Training Officer to guide employees’ professional growth.

Prepares recurring and special reports and makes oral presentations  
regarding staffing and related programs.  Utilizes a computer based  
program to input personnel actions; track recruiting efforts and  
prepare staffing status reports.

The Human Capital Specialist (Staffing) serves as a member of the  
PMSED team to implement successful personnel management strategies.  
The incumbent reports to the Director, PMSED who sets priorities and  
defines the scope of responsibilities and objectives. The employee  
determines the methods and procedures to use in each assignment.  
Operational work is considered technically authoritative.


Competencies:
1.              Systems Thinking - Possesses the ability to  
understand and emphasize the relationships among an organization’s  
components in all its dimensions in a comprehensive method; explores  
and identifies the interactions and interdependencies among the  
elements of an organization, looking for patterns and commonalities  
rather than focusing on an isolated fact/occurrence.

2.              Creativity - Possesses the ability to generate new  
ideas, methods and/or procedures where established methods and  
procedures are inapplicable or are unavailable; has the ability to  
entertain thoughts, concepts and possibilities to render a flexible  
outlook; and enjoys improving products/services to obtain a more  
effective and productive outcome.

3.              Customer Service - Meets OHC customers’ needs through  
collaborative relationships defined by (a) continual learning of  
customers and their requirements; (b) timely responses to general and  
routine work assignments; (c) accurate information contained in all  
personnel forms, databases, and reports; and (d) courteous and  
respectful conduct and/or correspondence.

4.              Teamwork - Builds a culture of trust, cooperation,  
and shared responsibility.  Employee strives to (a) encourage and  
support others’ unique contributions to common goals; (b) take  
personal ownership for team performance and success; and (c) assist  
all co-workers in accomplishing tasks as needed and/or requested.

If you are interested in this position, please contact us by visiting  
our website at www.cns.gov and on the left side click on EMPLOYMENT  
and follow the prompts on “how to apply” or send any email questions  
to us at ladler at cns.gov and specify the title of the position and the  
vacancy number, and we will be glad to respond to your questions. 
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