Vacancy No.

USCA-08-05

Department

US Courts

Salary

$115,317.00 to $158,500.00

Grade

15 to 16

Perm/Temp

Permanent

FT/PT

Full-time

Open Date

8/14/2008

Close Date

9/30/2008

Job Link

Application instruction listed in job description

Who may apply

Public

Locations: WASHINGTON, DC

Who May Be Considered:
Applications will be accepted from United States citizens.
Job Summary:

This position is under the supervision of the Circuit Executive and works with the judges of the courts to continually improve the programs.

Major Duties:

The Chief Circuit Mediator manages mediation programs to serve the U.S. Court of Appeals for the District of Columbia Circuit and the U.S. District Court for the District of Columbia. The Chief Circuit Mediator selects, trains, advises, and mentors panels of distinguished lawyers who serve as volunteer mediators for the programs. The Chief Circuit Mediator also conducts mediations, represents the program to the public, and supervises the program's professional and support staff.

Qualifications:

Significant training and experience in mediation. Comprehensive understanding of the dynamics, costs, impacts, and strategies of the litigation process. Strong service orientation with excellent analytical, organizational, interpersonal, and communication skills. Must also have a minimum of five years of progressively responsible litigation experience, a substantial portion of which involved cases in federal trial and appellate courts. Litigation experience with Federal entities is preferred. Demonstrated success in program management including continuous evaluation, planning, and execution is also preferred.

Must have a law degree from a law school accredited by the American Bar Association and be a member in good standing of the bar of a state, territory, the District of Columbia, the Commonwealth of Puerto Rico, or a federal court of general jurisdiction.

How You Will Be Evaluated:
You will be evaluated based upon the question responses you provide during a structured interview. In responding to structured interview questions you should be sure to site specific examples of experience, explain exactly what you did, and the outcome.

Benefits:

For information concerning benefits, you may contact Valory Miller, Personnel Specialist, at 202-216-7298.

How To Apply:

Submit via an attachment to an e-mail a cover letter, resume with salary history, and a brief statement discussing a case you successfully mediated and a case in which the mediation did not result in a settlement, to Steven Gallagher, Deputy Circuit Executive, at : Steven_Gallagher@cadc.uscourts.gov. A single pdf document is preferred but a single WordPerfect or Word document is acceptable.

Contact Information:

Steve Gallagher
Phone: 202-216-7340
Email: Steven_Gallagher@cadc.uscourts.gov
Or write:
U. S. Court of Appeals for the D.C. Circuit
E. Barrett Prettyman US Crthse
333 Constitution Ave., N.W., Rm. 4726
Washington, DC 20001
US

Send Mail to:
U. S. Court of Appeals for the D.C. Circuit
E. Barrett Prettyman US Crthse
333 Constitution Ave., N.W., Rm. 4726
Washington, DC 20001
US
For questions about this job:
Steve Gallagher
Phone: 202-216-7340
Email: Steven_Gallagher@cadc.uscourts.gov
Control Number: 1314065

ADR Mediator

QUALIFICATIONS REQUIRED:

For the GS-12:

In order to be considered qualified at the GS-12 grade level, you must demonstrate in your resume and responses to questions, at least one year of specialized experience equivalent to the GS-11 level directly related to the line of work of this position and which has equipped you with the knowledge and experience to successfully perform the duties of the position.

All qualification requirements must be met by the closing date of this announcement. Additional information on the qualification requirements is outlined in the OPM Qualifications Standards Handbook of General Schedule Positions. It is available for your review on OPM's web site at http://www.opm.gov/qualifications.

Community Affairs Specialist Africa Center for Strategic Studies

Community Affairs Specialist

Department: Department Of The Interior

Agency: Bureau of Land Management

Sub Agency: BLM - BUREAU OF LAND MANAGEMENT

Salary Range: 58,206.00 - 107,854.00 USD per year

Open Period: Monday, June 02, 2008
to Wednesday, July 02, 2008

Series & Grade: GS-0301-11/13

Position Information: * This position will be filled on a full-time permanent basis, 40 hours a week.

Promotion Potential: 13

Duty Locations: 1 vacancy - Washington DC Metro Area, DC

Who May Be Considered:

Open To all Qualified Candidates - Must be a US Citizen

This vacancy is also being advertised concurrently under Merit

Promotion procedures.  To be considered under both announcements,

you must apply separately to vacancy number WO Merit-2008-0157.

 

Job Summary:

The Bureau of Land Management (BLM) administers 258 million acres of public land, most of it in Alaska and the western states of Arizona, California, Colorado, Idaho, Montana, New Mexico, Nevada, Oregon, Utah, and Wyoming. The Bureau of Land Management also manages public land in the eastern United States, with a State Office located in Virginia.  The Bureau is also responsible for 700 million acres of federally-owned minerals.  In addition to mineral resources, the Bureau manages forests, wilderness areas, wildlife, habitat and rangeland.  For additional information about the Bureau of Land Management, please visit our website at: http://www.blm.gov.

This Dispute Resolution Specialist (DRS) position is located in the Washington Office, Office of the Assistant Director, Renewable Resources and Planning.  The Bureau's ADR/Conflict Prevention

program is also responsible for development of policies, standards, and procedures for implementing numerous statutory and regulatory mandates associated with ADR and for providing field oversight for ADR projects on the ground.

Major Duties:

Responsibilities involve duties in support of the development and oversight of the Bureau's Alternative Dispute Resolution (ADR)/Conflict Prevention program, which include development of

Bureau national policy relating to natural resources, workplace, and contracting/acquisition ADR.  Responsibilities also include  developing policies, standards, and procedures; researching and analyzing judicial and administrative decisions; tracking field ADR/conflict prevention activities; providing technical assistance to the field; developing Bureau training; preparing evaluation methodologies; representing the Bureau with external stakeholders; and developing ADR strategies to ensure conflict prevention, management, and resolution.

EEO Manager  Department: Department Of Veterans Affairs

Agency: Veterans Affairs, Veterans Health Administration

EEO Manager 
Salary Range: 36,822.00 - 70,843.00 USD per year

Series & Grade: GS-0260-7/11

Who May Be Considered:

Applications will be accepted from current and former competitive service Federal employees, and people eligible under special hiring authorities.

Job Summary:

Major Duties:

The primary purpose of the position is to coordinate and manage the functions of the Equal Employment Opportunity (EEO) and Alternate Dispute Resolution (ADR) programs at the facility.  Of a secondary nature the position will also provide administrative support to the Integrated Ethics Program (IEP).  The position is organizationally located in the Office of the Director but on occasion may be collocated to other areas of the facility as necessary.  The Medical Center Director will provide overall supervision with technical assistance from the Integrated Ethics Program Officer (IEPO).

The incumbent serves as the principal advisor in the area of Equal Employment Opportunity (EEO), and provides oversight to the special emphasis programs such as Affirmative Employment, the Civil Rights External Programs, Alternative Dispute Resolution (ADR), and Diversity Management for the medical center director, product line executives, supervisors, and employees.  The incumbent is responsible to the medical center director for program development, administration, evaluation and advisory functions.  This position requires knowledge of Federal EEO regulations and principles, compliance and enforcement skills, administrative, management and consulting skills, and knowledge of Federal personnel administration.

The IEP consists of the three branches of the program; Consultative Ethics, Ethical Leadership and Preventive Ethics.  The incumbent will be essential in assisting with performance improvement initiatives, administrative functions and assessment functions of the overall program. 

Manages EEO Programs.  Develops guidelines, instructional methods, materials, etc., for facility EEO program areas. Manages and or provides technical guidance for facility special emphasis programs.  Encourages participation of organization's employees in EEO programs.  Provides unsolicited advice and guidance that is generally well received by special emphasis group(s), to enhance opportunities for the group.

Provides EEO Advisory Services.  Advises management in assigned organizations of EEO program requirements and established goals. Advises the management of an organization with a variety of complex situations not specifically covered by regulations about the legal requirements and established equal employment opportunity goals.  Advises management of a large, complex and/or diverse organization of the legal requirements and established goals.

Technical Advice on EEO Complaints Process.   Performs fact-finding and analysis work in a variety of discrimination complaints.  Provides management with in-depth technical guidance. Provides EEO counseling for employees and applicants for employment who believe that they have been discriminated against.  Explains EEO complaint procedures, including grounds for complaint and the complainant's rights.

Plans for Equal Employment Opportunities.   Establishes plans to enhance the employment opportunities of minorities and women.  Includes developing plans such as Affirmative Employment Plans (AEP) or Federal Opportunity Recruitment Plans (FEORP).  Determines under representation for assigned organizations or for a region.  Troubleshoots or leads the efforts to determine under representation for a large, complex and/or diverse organization or installation. Develops policy for and/or evaluates equal employment activities, or functions.

Manages ADR Program.   Coordinates the Alternative Dispute Resolution (ADR) Program, which is any procedure or combination of procedures voluntarily used to resolve issues in controversy without the need to resort to litigation. These procedures include, but are not limited to, assisted settlement negotiations, conciliation, facilitation, mediation, fact finding, mini-trials, and arbitration, that require an impartial advisor or neutral third party.  Ensures the ADR Program meets the requirements as set forth in EEOC MD-110, Appendix H.  These requirements are referred to as “core principles” and include the following: Fairness (which requires the following elements: Voluntariness, Neutrality, Confidentiality and Enforceability, Flexibility, Training and Evaluation. In addition, coordinates continual training for facility mediators to assure qualified mediators retain skills and are readily available to provide mediation.

Policy Review and Analysis.  Reviews new or proposed personnel policies, procedures and guidelines and makes recommendations to management on the need for changes in existing policies. Provides managers and employees with information and interpretation of the agency's personnel policies.  Analyzes changes to regulations, policies, etc., for impact on EEO/ADR programs.  Plans and implements actions to correct deficiencies identified by reviews.  Performs thorough analysis of agency policies and practices that inhibit the employment opportunities of underrepresented minorities and females.  Accurately identifies specific barriers that exist throughout the organization.  Identifies effective solutions to eliminate agency barriers.

Policy Development and Revision.  Develops new or proposed EEO/ADR policies, procedures and guidelines and makes recommendations to management on the need for new or modified policies for use throughout an agency installation. Provides adequate direction and recommends effective methods for developing formal plan(s) to enhance the employment opportunities of underrepresented minorities and females.  Provides timely advice and guidance when procedural and policy changes occur. Provides suggested methods for determining specific impact within the organization.

Provides Personnel Advisory Services.   Provides managers and employees with information about the organization's EEO/ADR policies, procedures, and guidelines. Provides managers and employees with information and interpretations of the agency's EEO/ADR policies, procedures and guidelines, when the issues addressed are of moderate difficulty requiring interpretation and adaptation of regulations and guidelines and/or the impact of the advice is limited to one component or site in a region or headquarters. Provides management with advice on the legal precedents and requirements of the equal employment opportunity program. 

Serves as technical representative for the personnel office in EEO complaints and grievances.  Provides guidance in discrimination complaints.  Evaluates the characteristics of the case and determine the validity of the complaint.  Recommends the appropriate agency position. Provides information and/or briefs management and union officials on EEO programs.  Ensures that information communicates agency policy and regulatory requirements.  Prepares case analysis in response to grievances.  Advises management of potential problems and recommends solutions that are appropriate for resolving the case.

Personnel Program Evaluation Work.   Plans, initiates, and/or conducts program surveys, studies, or evaluations. Independently responsible for on-site reviews of personnel actions or cases for a wide range of occupational areas.  Evaluates the correctness and propriety of the action taken in terms of its conformance to available guides.  Discusses actions considered to be inconsistent with available guides with the operating personnel office staff to discover the cause of the inconsistency and develops a mutual understanding of the guides as they apply to the cases in question. Develops methods of measurement that provide a valid assessment of the success of the equal employment opportunity program or related initiatives in accomplished established goals and objectives.  Ensures measurement methods adequately identify the impact of changes to serve as a useful tool for different levels of decision-makers. Takes appropriate action to correct any inefficient, inadequate, or invalid measurement methods.  Provides complete documentation of information accumulated from the measurement and the procedures established or changed as a result. Ensures that assigned equal employment opportunity programs meet requirements outlined in agency self-assessment guidance.  Analyzes and evaluates program, identifies problems or deficiencies, and typically provides workable solutions, and implements improvement plans to meet established goals and objectives.

Develops Proposals and Plans for Personnel Projects.  Develops and/or monitors proposals or plans related to the implementation of personnel programs or projects. Develops supplemental guides within the framework of more general guides to secure their more uniform application to specific equal employment opportunity problems with well-established precedents in the organization served.  Gathers and correlates a body of factual and opinion information and arrives at significant generalizations.  Develops and monitors action plans related to the implementation of these development projects.  Monitors progress and acts to resolve problems that will delay the project or to obtain necessary support for changes.  Develops proposals/plans for equal employment opportunity programs or practices of average scope, complexity, or difficulty.  Solutions are similar to ones, which have been used successfully in similar or related projects, requiring primarily adaptation of previous methods to the specific characteristics of the new project.  Develops and monitors action plans related to the implementation of these development projects.  Monitors progress and acts to resolve problems that will delay the project or to obtain necessary support for changes. Analyzes the impact, feasibility, practicality, and effectiveness of existing and/or proposed personnel guides and regulations. Analyzes policy, regulations and/or standards covering equal employment opportunities activities, or functions.

Personnel Standards and Regulation Development.  Performs program analyses for the purpose of developing personnel standards and regulations.  Identifies key equal employment opportunity policy and regulatory issues, designs analyses, evaluates alternatives, and makes recommendations to management officials. 

Ensures that policies and supplement are responsive, timely, and consistent with existing agency or OPM guidance or appropriate precedents.  Identifies priorities, designs analyses, evaluates alternatives, and makes recommendations to management.

Program Oversight.  Analyzes and evaluates, on a quantitative or qualitative basis, the effectiveness of programs or operations in meeting established goals and objectives. Analyzes and prepares program status reports for review at all levels.  Establishes long and short-term objectives that are realistic and responsive to established equal employment opportunity goals and priorities. Keeps abreast of equal employment opportunity events occurring within and outside of the agency to anticipate the need for initiating action. Performs other related duties as assigned.

Integrated Ethics Program      

Performs Office Program Planning Work.