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Summary The U.S. Attorney's Office for the District of Columbia is unique in the size and the scope of its work. It serves as both the local and the federal prosecutor for the nation's capital. On the local side, AUSAs assigned to the Superior Court Division prosecute cases ranging from misdemeanors to homicides. On the federal side, AUSAs assigned to the Criminal Division prosecute federal crimes. The Civil Division further defends the United States in civil suits brought in the District of Columbia. Responsibilities If selected for this position, you will join a well-respected team that is responsible for carrying out the day-to-day personnel security activities within the Human Resources Division of the U.S. Attorney's Office for the District of Columbia. Typical duties will involve: Directing, independently reviewing, analyzing, and resolving difficult and complex personnel security problems and issues. Works closely with the HR Officer to develop plans, implement procedures and guidelines, and maintenance of a comprehensive personnel security program. Assigning, planning and directing the work performed by a team of personnel security specialists; establishing procedures and deadlines; tracks assignments to monitor progress and quality of work being produced. Develops performance work plans and completes performance evaluations for the team of specialists performing personnel security assignments; nominating awards for team members, approving leave requests and plans for staff coverage. Identifies training needs and arranges for developmental training for subordinates in all areas of work, including on-the-job training to staff members. Directing and providing oversight to all personnel security matters within the Personnel Security Unit, such as personnel background investigations, researching, investigating, and accessing controversial matters and resolving derogatory information submissions to determine suitability and/or national security risk that may be posed by an applicant/employee. Directing and conducting analysis and evaluation of Personnel Security Program deficiencies, guidelines, and procedures and recommends and develops modifications of policy guidance and or standard operating procedures (SOPs). Identifies and highlights problem areas and presents solutions to improve workflow, tracking and submission for higher level approval. Compiles appropriate security packages for pending Assistant U.S. Attorneys, support personnel, contractors, and detailed employees, directs and completes a thorough review of security forms for completeness, accuracy, and relevance; ensuring that any issues or derogatory information that is revealed during the review process is satisfactorily resolved to permit a waiver of the required background investigation is granted. Reviews and ensures employees' clearance level are valid and requests for various security level clearances are processed; maintaining up-to-date records of employees who have secret and top secret clearance levels. Directing, coordinating and implementing procedures for applicant drug-testing and for randomly selected employees in drug-testing designated positions, while also serving as a liaison with the DOJ Drug Free Workplace Coordinator in scheduling testing and maintaining files regarding test results. Responsibilities will increase and assignments will become more complex as your training and experience progress. NOTE: This position is designated as critical sensitive and required the ability to receive and retain a Top Secret security clearance. Requirements Conditions of Employment Qualifications To be eligible at the GS-12 level, you must have at least one year of specialized experience equivalent to the GS-11 level in the Federal Service. Specialized experience is defined as experience that has equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. Specialized Experience is defined as applying knowledge of laws, regulations, Executive Orders, and/or agency and office procedures and policies related to personnel security programs and is demonstrated by performing duties such as reviewing background information security forms, credit information/reports, and criminal records checks to determine suitability for security clearances; coordinating requests for sensitive information from applicants to draft support letters for management review; using automated tracking databases to manage and track cases and deadlines; conducting interviews with applicants to obtain additional information, some of which is of a delicate and/or sensitive nature; experience using automated databases to track information and generate reports; processing requests for higher security clearance levels, such as a Top Secret clearance. Career Transition Assistance Plan (CTAP)-The CTAP provides eligible surplus and displaced competitive service employees in the Department of Justice with selection priority over other candidates for competitive service vacancies. If your Department of Justice component has notified you in writing that you are a surplus or displaced employee eligible for CTAP consideration, you may receive selection priority if: 1) this vacancy is within your CTAP eligibility, 2) you apply under the instructions in this announcement, and 3) you are found well-qualified for this vacancy. To be well qualified, you must satisfy all qualification requirements for the vacant position and receive a score of 85 or better on established ranking criteria. You must provide a copy of your written notification of CTAP eligibility with your application. Additional information about CTAP eligibility is at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Education Additional Information Payment of relocation expenses will not be authorized. The Department of Justice offers a comprehensive benefits package that includes, in part, paid vacation; sick leave; holidays; telework; life insurance; health benefits; and participation in the Federal Employees Retirement System. Selective Service: If you are a male applicant born after December 31, 1959, you must certify that you have registered with the Selective Service System, or are exempt from having to do so under the Selective Service Law. See http://www.sss.gov/. Reasonable Accommodation Statement: Federal Agencies must provide reasonable accommodation to applicants with disabilities, where appropriate. Applicants requiring reasonable accommodation for any part of the application and hiring process should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. EEO Statement: The United States government does not discriminate in employment on the basis of race, color, religion, sex, pregnancy, national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service or other non-merit factor. Political Appointees (Current or Former): The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C or Non-Career SES employee in the Executive Branch, you must disclose this information to the HR Office. Failure to disclose this information could result in disciplinary action including removal from Federal Service.