Workforce Management Specialist GS-0301-11/12 (02951)

Announcement Type

TARP - Internal Opportunity (Non-Comp/VIOP)

Position Type

Permanent

USACE Organization

Northwestern Division (NWD) - Kansas City District

Locations (City, State)

Kansas City, MO

Position Overview/Duties

Serves as principal advisor to the District Commander, Deputy Commander, and senior staff on all civilian workforce management matters. Guides managers in making effective workforce decisions aligned with USACE strategic goals.

1. Workforce Management Advisory (40%)

Advises District personnel on policies and procedures across all civilian workforce functions. Monitors changes affecting workforce programs and communicates impacts to leadership. Acts as liaison with CHRA, Northwestern Division, and the District Command Executive Office. Analyzes workforce structure, staffing needs, grade distribution, supervisory ratios, and resource utilization. Provides recommendations influencing management decisions on staffing, organizational design, and workforce planning. Reviews and coordinates personnel actions, ensuring accuracy, justification, and compliance. Tracks RPAs, identifies deficiencies, and recommends process improvements. Serves as the District expert on HR automation systems.

2. Performance Management (10%)

Advises leadership on the DPMAP. Provides reminders, conducts training, and tracks timely submission of evaluations.

3. Recruitment & Selection Support (5%)

Advises supervisors and selection officials on recruitment procedures. Administers the District’s hiring process in accordance with USACE policies. Supports panel reviews, interview question development, and leadership competency assessments. Assists with preparing and routing corporate selection packages.

4. Special Projects & Outreach (10%)

Initiates and manages projects such as succession planning and workforce analysis. Provides guidance on recruitment and outreach initiatives. Represents the District with intern and student hiring programs. Prepares clear, audience‑appropriate briefings.

5. Strategic Workforce Planning (10%)

Assesses current and future skill requirements, identifies competency gaps, and develops recruiting strategies to meet mission needs. Ensures civilian human capital strategies align with organizational goals.

6. Organizational Change Planning (10%)

Participates in planning for mission changes, reorganizations, workforce shifts, and technology impacts. Gathers information, identifies key issues, and develops implementation plans addressing personnel, budget, and manpower considerations. Provides recommendations and presents human capital plans to senior leadership.

Coordinates training requirements applicable to programs. Publishes annual guidance documents and evaluates program effectiveness.

Other Conditions and Requirements

This job opportunity is open to CURRENT, PERMANENT USACE EMPLOYEES ONLY.

This opportunity is being announced through the USACE Voluntary Internal Opportunities Program (VIOP). Current, permanent USACE employees with noncompetitive eligibility to be placed in this position are eligible to apply. This Program may only be utilized for noncompetitive placements, to include voluntary reassignments, promotions not-to-exceed 120 days, voluntary changes to lower grade, details, and deployment opportunities. Employees interested in permanent or temporary promotions longer than 120 days must apply through USAJOBS, or other approved merit procedures or hiring authorities. Temporary or term employees and Department of Army Fellows assigned to USACE will not be considered for positions or assignments through VIOP.

Other Requirements:

• Applications must be submitted after 12:01 AM (EST) of the posted Job Posting Open Date and before 11:59 PM (EST) of the posted Job Posting Close Date to receive consideration.
• All positions require the applicant to be a citizen of the United States.
• Male applicants born after December 31, 1959, are required to register for Selective Service prior to appointment.
• A trial or probationary period may be required.
• A supervisory probationary period may be required.
• Direct deposit of pay is required.
• This position has a Temporary Duty (TDY) or business travel requirement of 25% of the time.
• This position is subject to a pre-employment drug screening, and random testing thereafter, to include testing based on reasonable suspicion and testing due to direct involvement with an on-duty accident.
• Hiring incentives such as a recruitment/relocation bonus, service credit for leave, and student loan repayment may be authorized (subject to available budget).
• Relocation (PCS) expenses may be authorized (subject to available budget) if the selecting official determines the relocation is in the best interests of the government.

Equal Employment Opportunity (EEO) Policy: The United States government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), 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

To learn more, please visit the Office of Equal Opportunity (https://www.eeoc.gov/federal-sector/federal-employees-job-applicants).

Qualifications - Candidates will be evaluated in accordance with OPM General Schedule (GS) Qualification Standards or Federal Wage System (FWS) Qualifications and Job Elements

GS Standards: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/

Reasonable Accommodation

Reasonable accommodation is available to qualified employees with disabilities. You can request a reasonable accommodation at any time during the application process, hiring process or while on the job. Requests are evaluated on a case-by-case basis.