95332422Q0016 J.1 Position Description (PD).pdf

95332422Q0016 Senior Human Resources Specialist - Intermittent PSC

Position Description (PD)

1. Introduction and Background

MCC’s mission is to provide grant assistance to support economic growth and poverty reduction in select developing countries with a demonstrated commitment to just and democratic governance, economic freedom, and investments in their citizenry. MCC’s partner countries enter into a five-year agreement

(Compact) with MCC that includes a plan for achieving shared development objectives and the responsibilities of each country in achieving those objectives. Our model is defined by core principles, of selectivity, country ownership, transparency, and a focus on results.

Our values identify who we are and what is important to us. Our Values are CLEAR: Embrace Collaboration, Always Learn, Practice Excellence, Be Accountable and Respect individuals and ideas. MCC’s values define how we behave daily, both as individuals and as an institution, in pursuit of our mission. They guide how we make decisions, set priorities, address challenges, manage tradeoffs, recruit and develop staff, and work together with our country partners and stakeholders.

2. Scope of Position

This position will serve as a Personal Services Contractor (PSC) within the Human Resources Management

Division (HRMD), Workforce Planning and Management Branch within the Department of Administration and Finance (A&F) at the Millennium Challenge Corporation (MCC) Headquarters Building in Washington, DC. This position is responsible for agency-wide recruitment and staffing as identified in the statement of work.

This position is not authorized to supervise any Federal employees.

3. Personal Services Contract

MCC is authorized to enter into a contract with an individual as a Personal Services Contractor (PSC) under the authority of Section 614(a) (8) of the Millennium Challenge Act of 2003.

A personal services contract is different from non-personal services Government contract, which establishes an independent contract relationship. Under a non-personal services contract, the contractor or employees of the contractor are subject to the technical direction but not the supervision of the MCC.

As defined by the Federal Acquisition Regulation (FAR) 37.104, a personal services contract is characterized by the employer-employee relationship it creates between the Government and the contractor personnel. Thus, the PSC is subject to the relatively continuous technical direction, supervision, and control of the MCC. PSCs may be assigned inherently governmental duties (see FAR 7.502). By law and by the contract’s terms, the PSC is subject to most of the laws, rules and regulations applicable to the direct hire employee such as MCC regulations, conflict of interest, under some circumstances MCC authorized employment security clearances and financial disclosure. However, under the MCC personal services contract authority, PSCs are not employees for purposes of laws administered by the Office of

Personnel Management (OPM). The following elements apply to this contract:

(1) Performance in Washington, D.C., US, MCC eligible countries, other US and foreign cities (as required for outreach purposes), and/or at the PSC’s home of record.

(2) Principal tools and equipment furnished by the Government.

(3) Services are applied directly to the integral effort of agencies or an organizational subpart in furtherance of assigned function or mission.

(4) Comparable services, meeting comparable needs, are performed in the same or similar agencies using civil service personnel.

(5) The need for the type of service provided can reasonably be expected to last beyond 1 year.

(6) The inherent nature of the service, or the manner in which it is provided, reasonably requires directly or indirectly, Government direction or supervision of contractor employees in order to—

(i) Adequately protect the Government’s interest;

(ii) Retain control of the function involved; or

(iii) Retain full personal responsibility for the function supported in a duly authorized

Federal officer or employee.

4. Key Requirements

Awardee must satisfy the following key requirements:

• U.S. citizenship.

• Must be able to obtain and maintain a federal security clearance.

• Performance in Washington, DC USA, MCC eligible countries, other US and foreign cities (as required for outreach purposes), and/or at the PSC’s home of record.

• Domestic and international travel may be required.

• Statement of Employment & Financial Interest (e.g., Office of Government Ethics “OGE Form- 450” or similar statement) may be required.

• Active System for Award Management (www.sam.gov) registration (this is a free, Government website) and be listed as sole-proprietor.

• Designated and/or random drug testing may be required.

• The Millennium Challenge Corporation (MCC) is precluded from permitting Personal Services Contractors (PSCs) from permanently working overseas without Chief of Mission Authority or an approved Domestic Employee Teleworking Overseas (DETO) Agreement.

5. Duties

a) Major Duties and Responsibilities

The Personal Services Contractor (PSC) serves as a Sr. HR Specialist for responsibilities in recruitment, staffing and classification. The work includes developing recruiting strategies to attract candidates to fill the full range of positions within the Corporation, to include but not limited to: Developing vacancy announcements, job analysis and crediting plans; the identification of specific competencies; selective placement and quality ranking factors and other critical recruitment components. Determining qualifications of applicants and preparing necessary selection certifications. Finalizing selections within the staffing system, including notifying candidates of selection and non-selection; and conducting internal audits of vacancy case files. Performing a variety of technical assignments associated with the Corporation’s recruitment and placement programs and initiatives. Working with the Sr. HR Specialist, implementing recruitment strategies designed to improve individual MCC http://www.sam.gov/ organizations’ ability to meet their respective staffing goals and objectives. Regularly reviewing practices and internal procedures to identify areas in need of improvement to enhance the

Corporation’s recruitment initiatives and programs. Assisting with the full range of classification services, in addition to performing recruitment and placement services to include developing, updating and modifying position descriptions, incorporating competencies within PDs and assuring revisions reflect required information, and upon request conducting position reviews and documenting all relevant information. Maintains certification as a DEU Examiner and performs the full range of delegated examining functions. Performs other related duties as assigned.

b) Travel

The PSC is not expected to travel internationally. However, the PSC may be required to travel from time to time.

c) Supervisory Controls

The incumbent works under the general supervision of the Senior HR Specialist (Staffing and

Recruitment), who establishes overall objectives and determine the levels of resources available. As a recognized technical expert, the incumbent independently develops deadlines, projects, and work to be done. The incumbent is responsible for planning and carrying out assignments, interprets policy on his/her own initiative, and coordinates work with subordinate staff as necessary.

Recommendations and decisions are generally accepted as technically sound.

d) Guidelines

Guidelines include regulations and Government-wide policy issuances, such as OPM, Title 5 Code of

Federal Regulations (CFR), and MCC administrative policies, procedures and guidelines. Because of the breadth of subjects reviewed, specific guidelines are often not available, inapplicable or contain gaps in specificity. This requires the incumbent to analyze and interpret information, and use judgment in applying available information and experience to the situation, and in modifying existing guides to develop new procedures needed to accomplish a specific assignment or to resolve a particular situation.

e) Complexity

The incumbent of the position is required to work the functional areas of recruitment staffing, and classification. Due to the relatively small size of the HRMD, the incumbent must be prepared to function in various areas concurrently which place a premium on effective time management in the face of competing priorities. The incumbent performs work associated with the analysis and interpretation of the laws, rules, and regulations relating to recruitment, and placement programs and operations. Decisions regarding what needs to be done are left to the employee. Performance of work requires a great deal of diplomacy, sound judgment, originality, initiative, and resourcefulness in order to resolve controversial problems.

f) Scope and Effect

The work involves the development, implementation, communication and evaluation of significant

HR policies and programs for the Corporation. Some projects are self- generated or initiated by the identification of problems or the need for improvements. Work may influence and persuade management officials to change or enhance existing HR policies or programs.

g) Personal Contacts/Purpose of Contacts

Contacts include key Corporation officials, employees, representatives of OPM and other Federal agencies, contractors, and professional organizations. The purpose of contacts is to influence and persuade employees and managers to accept and implement findings and recommendations. The incumbent may encounter resistance due to such issues as organizational conflict, competing objectives, or resource problems. He or she must be skillful in approaching contacts to obtain the desired effect; e.g., gaining compliance with established policies and regulations by persuasion or negotiation.

h) Physical Demands

Work is generally sedentary, although some walking, bending or carrying light items may be involved.

Some travel may be required.

i) Work Environment

The position is telework/remote work eligible; and work is performed in an office setting.

Currently, MCC is operating under a temporary maximum telework policy. However, requests for full-time telework arrangements post-pandemic will not be considered at this time. Guidance on additional work schedule flexibilities will be issued to the workforce prior to or upon expiration of the maximum telework options available during the pandemic period.

J) Position Designation

Non-Sensitive/Low Risk (T-1)

The PSC start date is contingent upon a successful background investigation conducted by the MCC

Security Office (MCC Domestic & International Security (DIS)).

6) Position Security Level

Facility Access Only

The PSC start date is contingent upon a successful background investigation conducted by the MCC Security Office (MCC Domestic & International Security (DIS)).