Management Analyst 2

The Tatitlek Corporation•Arlington, VA

4d•Onsite

About The Position

This position is located in Human Resources Management, Office of the Executive Director, Bureau of Diplomatic Security (DS/EX/HRM). Human Resources Management is responsible for planning, developing, monitoring, and administering a comprehensive, customer focused program of human resources management services that ensure the Bureau is adequately staffed with highly skilled and motivated employees capable of effectively meeting Bureau mission requirements. The Bureau of Diplomatic Security has been delegated authority to deliver employee relations services (conduct, suitability, and discipline) for Civil Service employees and Personal Services Contractors (PSCs). This includes adverse actions such as suspensions, removals, furloughs without pay, and reductions in pay. While the Bureau of Global Talent Management’s Office of Employee Relations’ Conduct, Suitability, and Discipline Division (GTM/ER/CSD) administers the Department’s formal discipline program for all Foreign Service employees, GTM/ER/CSD does not investigate allegations of misconduct; it reviews cases submitted by investigative partners within the Department, including the incumbent of this position. The Employee Relations sector of HRM will work closely with the Bureau’s Human Resources Officer on Diplomatic Security’s conduct and suitability program to include policy development, discipline, adverse actions, appeals, standards of conduct, performance based actions, mediation of potential grievances, the Department's suitability programs for Civil Service employees and a variety of other employee relations related activities for State Department employees in the Personal Services Contractors (PSC) program and Civil and Foreign Service personnel systems. The incumbent is recognized as a subject matter expert and advisor on conduct, suitability, and discipline issues. The incumbent is responsible for the development, implementation, and administration of policies and programs that affect employees in the PSC program, Civil Service, and the Foreign Service, ensuring consistency in policies, practices, and procedures, while recognizing the inherent differences between the systems.

Requirements

Be a US citizen
Possess at a minimum, a Secret security clearance, with eligibility to obtain and maintain a Top-Secret security clearance.
Bachelor’s degree and 5 years’ experience.
One year of relevant experience and/or relevant coursework can be substituted for each year of required education.
Possess excellent command of the English language and excellent writing skills.
Be Proficient in the use of Microsoft applications (MS Word, PowerPoint and Excel).
Maintains professional competence and specialized knowledge base by keeping abreast of emerging themes and best practices.
Knowledge of and skill in applying analytical and evaluate techniques in order to plan, schedule and conduct studies and analyses of management functions or programs.
Knowledge of substantive programs, goals, pertinent laws, and policies in order to analyze and assemble information; and knowledge of management and organizational techniques, systems and procedures to perform analytical studies.
Expert knowledge of the theories, principles, practices, techniques, and case law governing employee relations, as well as a comprehensive knowledge of rules, regulations and legislation governing the program, both for the Civil Service and the Foreign Service as well as mastery of the Department's program goals and objectives and the ability to analyze them and evaluate the work of program accomplishments.
Comprehensive knowledge of a wide range of quantitative and qualitative methods for assessing program effectiveness and developing improvements to programs or management processes and systems.
Ability to apply knowledge to design and conduct comprehensive management studies and develop recommendations for program modifications and improvements.
Thorough knowledge of security requirements established in legislation, regulations, and various policy statements such as E.Q. 10450, sufficiently comprehensive to function as a technical authority in and applying new concepts and perspectives respective to cases not susceptible to resolution by accepted guidelines on suitability adjudication criteria as well as a thorough knowledge of security regulations and policies affecting employment of individuals in the Department of State.
Thorough understanding of the Department's internal processes, the interagency process, and Congressional procedures as well as comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to the administration of the Conduct, Suitability, and Discipline program.
Mastery of, and skill in applying, advanced employee relations laws, regulations, principles, precedents, and policy sufficient to serve as an agency or equivalent level senior consultant, review policy and procedures to ensure consistency in their application and recommend modifications, coordinate with other HR functions and/or higher agency levels and analyze and solve particularly complex and sensitive problems and issues, such as those involving apparently conflicting laws or other requirements and those involving vague and untested areas of case law, where policy decisions and case strategy guidance have impact throughout the agency.
Ability to communicate effectively both verbally and in writing to present, defend, document and/or justify recommendations, to formulate policy and to develop clear and coherent agency policy instructions reports and correspondence.
Must have the ability to obtain and maintain a security clearance.
In addition, a satisfactory background screening, negative drug test, positive references and proof of identity and legal authorization to work in the United States are required.

Nice To Haves

Professional certifications such as CGFM, CSA, or PMP are appropriate for some positions and can also substitute for a year of experience.

Responsibilities

Advises senior Bureau officials, to include the Executive Director and Human Resources Officer on standards of conduct, suitability, and discipline for PSC, Civil Service and Foreign Service employees.
Provides expert advice and assists in drafting new or revised Bureau regulations and policies pertaining to employee conduct standards and disciplinary procedures.
Provides authoritative guidance to Bureau management officials and supervisors on handling the full range of misconduct issues for PSC, Civil Service and Foreign Service employees, and on Civil Service performance related matters.
Provides technical advice on employee relations matters to DS/HRM staff.
Researches, analyzes, and evaluates misconduct cases and issues, including complex cases and/or those lacking precedent.
Advises the proposing official on recommended Bureau/Department approach to report misconduct; drafts disciplinary proposal letters citing charges and supporting specifications detailing the specific misconduct with which the employee is charged.
Reviews case law and analyzes all comparator cases to ensure the case is sustainable.
Reviews and clears all Bureau requests for adverse action and participates in counseling sessions.
Reviews written responses from employees and participates in oral presentations to the deciding official; drafts decision letters stating which charges and specifications have been sustained and the basis for each decision; completes Douglas Factor analysis, as required under applicable law, for consideration by the deciding official; works in close coordination with GTM/ER/CSD and the Office of the Legal Adviser to ensure legal sufficiency of proposed action; and drafts proposal actions on performance based actions that entail demotions and removals of Civil Service employees from the Federal service.
Ensures that disciplinary actions are properly supported so that charges and penalties are defendable before a third-party, such as the Foreign Service Grievance Board (FSGB) or the Merit Systems Protection Board (MSPB); drafts proposed cases of separation from the Federal Service of Foreign Service Officers for decision by Director General and submission to the FSGB.
Upon appeal, the incumbent may serve as a technical adviser to the Legal Adviser's Office attorney representing the Bureau/Department in those hearings.
Works closely with the Office of the Legal Adviser and/or the Department’s Grievance Staff in responding to discovery requests (including interrogatories and frequently voluminous document requests) and "motions to compel" from the FSGB for grievances filed by employees contesting the Department's disciplinary action.
Responsible for the development, implementation, and administration of policies and programs that affect Bureau employees in the PSC program, Civil Service, and the Foreign Service, ensuring consistency in policies, practices, and procedures, while recognizing the inherent differences between the systems.
Develops and delivers training sessions for wide range of audiences, including new Civil Service or Foreign Service employees, management and human resources staff, supervisors, and other groups regarding employees' and management's responsibilities and the disciplinary program and its procedures.
Drafts Bureau Notices/Broadcasts, SOPs, and other documents about employee relations topics.
Performs other related duties as assigned.