Summary The United States Capitol Police (USCP) safeguards the Congress, Members of Congress, employees, visitors, and Congressional buildings and grounds from crime, disruption, and terrorism. We protect and secure Congress so it can fulfill its constitutional and legislative responsibilities in a safe, secure and open environment. Responsibilities The Associate Director for Workforce Relations is located in the Office of Human Resources (OHR), Office of the Chief Administrative Officer, United States Capitol Police (USCP). The incumbent reports directly to the Deputy Director, OHR. This position provides complete human resource services for the following OHR programs: Leave Administration (Family and Medical Leave Act (FMLA), Paid Parental Leave, and Voluntary Leave Share); Temporary Restricted Duty; Fitness For Duty; Extended Absence; Performance Management; Employee Awards and Recognition; Workers Compensation; Reasonable Accommodations for medical and religious reasons; Workplace Flexibilities (Telework and Alternative Work Schedules); Student Loan Repayment Program; and Benefits and Retirement. This position also provides the development and implementation of collective bargaining strategy in the negotiation of labor agreements, and carries out the Impact and Implementation negotiation process; participates in reviews of grievances and adverse actions for adherence to correct procedures; and participates in counseling employees and supervisors in attempts to settle conflicts informally. The position provides policy, guidance and advice to staff members in the development of solutions associated with the functions of the Workforce Relations Division. The incumbent is a critical member to the Department's Leadership Management Team and this position is expected to provide expert advice, technical guidance, and assistance to the OHR Director and Deputy Director. The duties of the position include: Plans, directs, and administers interrelated and interdependent employee relations program operations on a national level, such as planning and implementing U. S. Capitol Police strategies to respond to statutory or regulatory changes affecting U.S. Capitol Police employee relations programs and/or operations. Plans, implements, evaluates and provides business processes associated with employee and labor relation programs. Serves as a Program Manager for all programs assigned. Develops, plans, and maintains policies and guidelines related to all functional areas assigned to the Workforce Relation Division. Translates new information into program goals, actions, and process, procedures, and/or policies. During the review and analyses, identifies the impact of rule changes, legislation, and/or new policies on existing HR programmatic, professional, technical, and administrative efforts and adjust requirements, as needed to support changes in policies, procedures, and processes. Supervises a group of employees performing work at or below the CP-12 (GS-14 equivalent) level. Provides administrative and technical supervision necessary for accomplishing the work of the unit. Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system. Requirements Conditions of Employment You must be a U.S. Citizen. Successful completion of a Background Investigation is required. Must complete a one year probationary period. Qualifications In order to qualify, you must meet the education and/or experience requirements described below. Qualifying experience for this position includes one year of specialized experience at least equivalent to the CP-12 (GS-14) level which is in or directly related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position. Specialized experience includes: demonstrated mastery of qualitative and/or quantitative methods for the assessment and improvement of program effectiveness; demonstrated knowledge of administrative laws, policies, regulations, and precedents applicable to the administration of one or more employee and labor relations programs; and experience setting team priorities and directing and overseeing the workload of subordinates. All eligibility requirements must be met by the closing date of the vacancy announcement. (Information on Qualification & Education are located at the following link: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/) Education There is no education substitution for experience in this series and/or grade. Additional Information A recruitment incentive of $10,000 (net) will be provided following the date of appointment. The selectee will be required to sign a service agreement to remain employed with USCP for a period of two (2) years from the date of appointment to USCP. Note: As per the Congressional Accountability Act (CAA) and the Fair Chance to Compete for Jobs Act of 2019, criminal history information will only be collected following a qualifications review and a tentative offer of employment has been made. A criminal history does not automatically exclude an applicant from employment with the USCP. Criminal History Check - Must successfully pass a comprehensive criminal history check of the past 10 years if offered employment. A criminal history check will be performed on applicants who accept an offer of employment. Credit Check - Must successfully pass a credit check. Applicants must not be in default or delinquent on any Federal guaranteed student loans. Applicants must demonstrate a competent financial history. Financial delinquency including collection accounts, liens, repossessions, or garnishments may be a basis for disqualification. Selective Service Registration - Male applicants must provide verification of registration with the Selective Service System or must verify exemption from the Selective Service System registration because of age or military status. Female applicants are exempt from Selective Service System registration. https://www.sss.gov/Registration/check-a-Registration/Verification-Form Fingerprint Check - Applicants' fingerprints will be submitted to the Federal Bureau of Investigation (FBI) for a check of the criminal history record. Background Investigation - Must successfully complete all components of the USCP full field background investigation. There are few automatic grounds for rejection in the USCP background investigation process. Issues of misconduct, such as illegal drug use, arrests, or convictions may not be automatically disqualifying. However, deliberate misstatements, omissions, or intentionally withholding required information at any phase of the hiring process will result in a candidate's disqualification regardless of the nature or reason for the misstatement or omission. The primary reason candidates fail a background investigation is due to deliberately withholding or omitting material facts. Providing false and/or misleading information may be grounds for removal from the application and selection process.