propriety of the actions taken Communicates With Senior Develops rating Provides Provide Expert factual and HR Specialist factors and authoritative HR Advice to procedural oversight, crediting for management top agency information discusses vacancy advisory service management clearly, orally and staffing and announcements including officials on the in writing recruitment using a variety of defining issues, development issues and standardized determining and guidance with internal/external applicable implementation management recruitment precedents, laws, of the and employees strategies to aid in or regulations, innovative HR strategic identifying the recruitment and recruitment most effective placement planning approach, and initiatives validating the correctness and propriety of the actions taken. Knowledge of HR concepts, principles, and practices related to Workforce Planning: determining workload projections and current and future competency gaps to human capital with organizational goals. Awareness Basic Intermediate Advanced Expert Articulates an Identifies and Identifies current Analyzes and Provides subject understanding of gathers data and future evaluates agency matter expertise in organization needed to capital needs workforce responding to direction / develop a including including inquiries related to strategy. workforce workforce size, distribution, strength and distribution, and competencies accountability, succession competencies and current manning control, and plan needed to achieve recruiting retraining; mission strategies to recommendations to identify and Agency leaders on forecast strategies to achieve workforce and organization succession needs workforce and succession planning goals based on analysis of agency
propriety of the actions taken Communicates factual and procedural information clearly, orally and in writing With Senior HR Specialist oversight, discusses staffing and recruitment issues and guidance with management and employees Develops rating factors and crediting for vacancy announcements using a variety of standardized internal/external recruitment strategies to aid in strategic recruitment planning Provides authoritative management advisory service including defining issues, determining applicable precedents, laws, or regulations, identifying the most effective approach, and validating the correctness and propriety of the actions taken. Provide Expert HR Advice to top agency management officials on the development and implementation of the innovative HR recruitment and placement initiatives Workforce Planning: Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to human capital with organizational goals. Awareness Basic Intermediate Advanced Expert Articulates an understanding of organization direction / strategy. Identifies and gathers data needed to develop a workforce and succession plan Identifies current and future capital needs including workforce size, distribution, and competencies needed to achieve mission Analyzes and evaluates agency workforce including distribution, competencies and current recruiting strategies to identify and forecast workforce and succession needs Provides subject matter expertise in responding to inquiries related to strength accountability, manning control, and retraining; recommendations to Agency leaders on strategies to achieve organization workforce and succession planning goals based on analysis of agency
DOE-HR%20Competency%20Model%20%28Final%20for%20Signature%29.docx