Lead Management & Program Analyst

WHAT IS TAXPAYER SERVICES? A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions Position(s) are to be filled in following area(s): TS - Operation Support - Operations REVIEW THE ADDITIONAL INFORMATION BELOW FOR FURTHER DETAILS

Major duties

The following are the duties of this position at the full working level. If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position. Team Lead Lead the team in identifying, distributing, and balancing workload and tasks among employees in accordance with established workflow, skill level and/or occupational specialization; adjusting to accomplish the workload in accordance with established priorities to ensure timely accomplishment of assigned team tasks; achieving desired results; and ensuring that each employee has an integral role in developing the final team product. Maintains program and administrative reference materials, project files, and relevant background documents. Makes available policies, procedures, and written instructions from the supervisor; maintains current knowledge to answer questions from team members on procedures, policies, directives, etc. Program Management Analyzes and evaluates, on a quantitative/qualitative basis, the effectiveness of line program operations in meeting established goals and objectives. Evaluates and advises on organization structures, methods, and procedures. Analyzes management information requirements. Develops, analyzes, and evaluates new or modified program/management policies, regulations, goals, or objectives. Develops procedures and systems for assessing the effectiveness of programs/management processes. Works with Program personnel on workforce planning efforts involving resources and activities and recommends changes to improve organizational workforce planning, such as organizational restructuring initiatives. Coordinates activities with parties outside the immediate office and work with HCO for onboarding items, such as security clearances, physical examinations, release dates, incentives, etc. Coordinates various reports, executive talking points, operational reviews, and presentations on behalf of supervisor. Works with frontline managers and subordinate team members to develop project plans to ensure appropriate resources and timely results. Liaison/Consultant Duties Develops and coordinates personnel requests with HCO. Coordinates the hiring process, by tracking requests to completion and ensuring that requested hirings are completed. Develops draft position descriptions and advises on duties and responsibilities of components of organizations. Coordinates the development of assessment templates for new position descriptions. Ensures that paperwork is completed and that requests are submitted and coordinated with HCO from initial creation through final posting and selection. Assists in researching cases and/or responses for resolution of formal and informal inquiries related to assigned actions. Establishes and maintains a cooperative working relationship with managers; meets with managers to discuss the workload and workforce recruitment strategies. STANDARD POSITION DESCRIPTIONS (SPD): PD24497 Visit the IRS SPD Library to access the position descriptions.

Qualifications

Federal experience is not required. Experience may have been gained in the public sector, private sector or through Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week, on your resume. You must meet the following requirements by the closing date of this announcement. Specialized Experience GS-14: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the next lower level (GS-13) in the normal line of progression in the Federal service. Specialized experience for this position includes: Serving as a Human Resources (HR) liaison by providing expert consultative guidance and technical advice to executives, managers, and leadership on personnel management principles, workforce planning, staffing strategies, Human Capital programs, and related policies and procedures. Leading or coordinating Human Resources initiatives, projects, or program activities by partnering with Human Capital Offices and organizational leadership to facilitate workforce planning, recruitment, performance management, organizational changes, and other personnel-related actions. Analyzing workforce data, organizational trends, and Human Capital program effectiveness to identify issues, evaluate organizational needs, develop strategic recommendations, and improve program operations. Preparing and presenting executive-level reports, briefings, training, and recommendations related to Human Resources programs, workforce initiatives, sensitive personnel matters, and organizational priorities. Applying management analysis principles, methods, policies, and techniques to evaluate, develop, and improve Human Resources programs, management processes, and organizational operations, including planning and carrying out complex analytical assignments and recommending program or process improvements. Leading or facilitating cross-functional teams, workgroups, or special projects by coordinating activities among managers, Human Capital Offices, and other stakeholders to achieve organizational goals and implement Human Capital initiatives. AND You must also meet the following requirement(s): TIME AFTER COMPETITIVE APPOINTMENT (TACA): By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment. For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens" TIME IN GRADE (TIG): For positions above the GS-05, applicants must meet applicable time-in-grade requirements to be considered eligible. One year (52 weeks) at the next lower grade level is required to meet the time-in-grade requirements for the grade you are applying for. For positions at the GS-05, you cannot advance to the GS-05 if you have held a GS-02 in the past 52 weeks. There is no TIG restriction for GS-02, 03 or 04 positions. For more information on qualifications please refer to OPM's Qualifications Standards.

Education

A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page. FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. Click here (Section 3, Explanation of Terms) or here for Foreign Education Credentialing instructions. We recommend choosing an evaluator from a member organization of one of the following national associations of credential evaluation services: National Association of Credential Evaluation Services (NACES) or Association of International Credentials Evaluators (AICE).

Requirements

Probationary Period - A person who is required to go through a probationary period and then is transferred, promoted, demoted, or reassigned before he or she completes such period is required to complete the remainder of the probationary period in the new position. ADDITIONAL REQUIREMENTS SHOWN IN QUALIFICATIONS SECTION