Personnel Management Specialist (201) Specialized Experience

Examples of GS-5 (Equivalent F Band) Specialized Experience

Serve as a Human Resources Specialist in a developmental capacity, performing assignments designed to further develop applicable analytical and evaluative skills and techniques. Observes senior specialists and occasionally participates as they interact with managers, supervisors, and employees to develop a practical understanding of organizational programs, policies, and objectives. Work is highly structured, under close supervision, and interspersed with training with senior specialist. For example:

Applies qualification standards, precedent-setting decisions, and other guidance to staffing assignments.
Performs classification assignments characterized by positions in clerical and assistant, technical, and trades worker occupations in a well-established and relatively stable organization where positions and career patterns are standardized and clear-cut in operation. The positions are typically covered by specifically applicable Office of Personnel Management classification standards, precedent-setting appeal decisions, and other guidance.
Provides assistance to employees and managers on a variety of human relations problems involved in conduct and performance issues.

Examples of GS-7 (Equivalent F Band) Level Specialized Experience

Serve as a Human Resources Specialist in a developmental capacity, performing assignments designed to further develop applicable analytical and evaluative skills and techniques. Observes senior specialists and participates as they interact with managers, supervisors, and employees to develop a practical understanding of organizational programs, policies, and objectives. Works more independently, but is still subject to close review and specific guidelines. Work is highly structured and interspersed with training designed to develop broader skills in performing activities. For example:

Processes a variety of requests for personnel action to fill positions and/or to career promote, reassign, or otherwise place employees. Prepares vacancy announcements.
Performs classification assignments characterized by positions in clerical and assistant, technical, and trades worker occupations in a well-established and relatively stable organization where positions and career patterns are standardized and clear-cut in operation. The positions are typically covered by specifically applicable Office of Personnel Management classification standards, precedent-setting appeal decisions, and other guidance.
Performs routine, non-controversial assignments advising individuals regarding , non-controversial, work-related, or personal issues such as minor problems with employee conduct, poor work habits, leave problems, and indebtedness.

Examples of GS-9 (Equivalent F Band) Level Specialized Experience

Works independently under general supervision with occasional assistance from senior specialist, for example:

Conducts job analyses and identifies and validates the knowledges, skills, abilities, and other requirements for the positions to be filled.
Evaluates applications, verifies eligibility, and rates and ranks applicants.
Interprets and applies position classification standards to positions and determine the correct pay category, occupational series, title, and grade level.

Examples of GS-11 (Equivalent G Band) Level Specialized Experience

Working independently with a broad scope of responsibility, more variety, and less clear guidelines. Supervisory oversight generally consists of review of completed projects to assure compliance with organization policies or regulations, for example:

Performs recruitment and placement services for organizations that are moderately complex and relatively stable that contains jobs that are predominantly professional and administrative in nature. Evaluates applications, verifies eligibility, and rates and ranks applicants.
Classifies positions, which are typically covered by specifically applicable Office of Personnel Management classification standards, precedent-setting classification appeal decisions, and other guidance. Conducts employee or supervisory audits to determine accuracy of the Documents.
Provide individual employee counseling and presentations on retirement options, eligibility requirements, health and life insurance, and Thrift Savings Plan issues.

Examples of GS-12 (Equivalent H Band) Level Specialized Experience

Work at this level involves a wide range of assignments or a few highly complex assignments, and requires planning and organizing, setting priorities, and working without clear or specific guidelines. Work is typically reviewed only to assess impact on overall organizational objectives, for example:

Performs recruitment and placement services for organizations, which contains jobs that are predominantly professional and administrative in nature.
Plans and performs studies and assists managers and supervisors in identifying instances of job dilution, supervisory layering, and other signs of poor position management.
Advises managers and supervisors regarding appropriate disciplinary or other corrective techniques and the procedural and legal requirements for correcting conduct and administering disciplinary and adverse actions.

Examples of GS-13 (Equivalent I Band) Level Specialized Experience

Work at the FV-I level typically involves performing multiple, varying, and complex assignments requiring advanced knowledge of HR principles and limited direction. Established guidelines exist, but require considerable discretion to select the most appropriate approach or recommend new approaches. Work is typically reviewed at major milestones and at completion for technical compliance and alignment with the requirements of the project. Examples of such work include:

Regularly meets with management officials to discuss work status, get feedback on recruitment programs, plan time phasing of placements, and to stay informed of functional issues, new workloads, long-range personnel needs, problems encountered, and other matters that would impact on recruitment and placement.
Advises senior management on a wide range of difficult and complex conduct and performance issues encompassing all areas of concern (leave and absences, hours of work, honorary and incentive awards, supervisory records, code of ethics, Office of Workers’ Compensation (OWCP), drug and alcohol abuse, unemployment compensation, grievances/complaints/appeals, disciplinary and adverse actions, and physically restricted employees, etc.).

Examples of GS-14 Level (Equivalent J Band) Specialized Experience

Work typically involves highly complex and challenging activities under the minimal direction of a manager or executive. Assignments typically involve expert knowledge to develop new and innovative approaches to problems or issues that often cross organizational boundaries and impact the accomplishment of strategic objectives. Guidance is in the form of broad policies and work is typically reviewed only at completion for success in achieving planned results. Examples of such work includes:

Develops and assists managers in implementing novel or innovative approaches to complex issues which are difficult to resolve or present sensitive problems.
Interprets the negotiated contract for management and employees as requested.
Advises management in the preparation of responses to both administrative and union grievances to ensure they are in compliance with regulations/union contract and are legally sufficient.

Examples of GS-15 (Equivalent K Band) Level Specialized Experience

Ensures personnel management actions taken conform to the laws and regulations governing Federal Aviation Administration civilian personnel and negotiated labor-management agreements.
Coordinates with key managers, and supervisors on the full range of civilian human resource management, which includes requirements, accessions, development, sustainment, and separations.