JOB ANNOUNCEMENT INFORMATIONThe incumbents will be responsible f.docx

JOB ANNOUNCEMENT INFORMATION
The incumbents will be responsible for independently planning,
developing, and carrying out the full range of internal and
external recruitment and placement activities for an assigned
segment of one of the largest and most complex facilities in
the Veterans Health Administration. Specific responsibilities
associated with the position include, but are not limited to:
· Conducting job analyses
· Providing advice regarding appropriate recruitment methods
and strategies, including available non-competitive appointment
authorities
· Preparing and processing vacancy announcements (to include
making eligibility and qualification determinations, conducting
rating and ranking panels, and issuing certificates of eligibles to
selecting officials)
· Reviewing and processing selections
· Collecting and compiling recruitment data
· Composing and reviewing documents and preparing reports
· Advising managers, employees, and
applicants regarding recruitment-related policies and procedures
· Ensuring recruitment and placement activites conform to
regulations, policies, the union contract, etc.
· Reviewing and interpreting draft regulations, standards, or
other guides for impact on the recruitment program
Applicants must have one year of specialized experience
equivalent to at least the GS-7 level. Generally, specialized
experience is experience that equipped the applicant with the
particular knowledge, skills, and abilities (KSA's) required to
successfully perform the duties of the position. At this
level, specialized experience is experience carrying out
a variety of tasks in direct support of an organization's

recruitment and placement program, which may include duties
such as: assisting with the processing of vacancy
announcements, responding to recruitment-related questions
from employees and applicants (regarding eligibility to apply,
application package requirements, etc.), processing selections,
preparing documents and reports, and tracking recruitment data.
Experience in support of other human resources programs may
be creditable if sufficient overlap with and/or exposure to
recruitment and placement objectives, principles, and
procedures is documented.
Position/Series/Grade:Human Resources Specialist (Recruitment
& Placement)
Announcement Number:ANF-15-SHM-1366767
Competency 1 – Knowledge of recruitment and placement
objectives, principles, and procedures
I am very knowledgeable of how to apply the recruitment and
placement objectives, principles, and procedures. In addition
to the recruitment process, I have mastered the competitive
hiring process, hiring authorities to hire veterans, students,
interns, and former Federal employees such as reinstatement,
transfer. My previous position as a Human Resource Assistant
has afforded me with the knowledge of the Employment Laws
and Regulations, which serves as the foundation for the
competitive hiring process and procedures. I have also referred
to the OPM (Office of Personnel Management) website, VA
Paid Manual, and GPPA (Guide to Processing Personnel
Actions) to ensure the accuracy of processing Standard Form
52’s. I utilize these reference materials to assist with coding
action items-the Nature of Action, Legal Authority, Remarks,
Standard Form 50 data, Cancellations and Retroactive Personnel
Actions.
The VA Paid Manual Instructions is another manual I utilized
on a daily basis for accurately coding personnel actions. I
reference it for a variety of items such as Veterans Preference,
Type of Appointment, NOA, Series & Grade, and Benefits.

Furthermore, I understand the rules for applying salaries for a
variety of personnel action requests and positions. In efforts to
execute this task, I reference the OPM Salaries and Wages
Tables and Related Information.
In addition, through my education and prior experience with
Burnett Staffing Agency, I have acquired the knowledge of
recruiting, examining, staffing employees, performing job
analysis, and retaining highly qualified and diverse staff that
aligns with the organization’s mission.
& Placement)
Competency 2 - Knowledge of, and the ability to interpret and
apply, regulations, policies, and other guidelines related to
recruitment and placement
I am knowledgeable of the following VHA regulations; the
Guide to Processing Personnel Actions, Title 38 USC, Code
5CFR, VA Paid Manual, Career Transition Assistance Program
for Surplus and Displaced Employees, and the OPM Salaries
and Wages Tables. In my previous position as a Human
Resources Assistant, I have referred to these materials to assist
me in performing my day-to-day job duties. I have also
referenced these materials to get a better understanding of
federal regulations.
The federal regulations that I am knowledgeable of include time
in grade, veteran status, disabled veterans, employee candidate
selection, and hiring authorities. I am also knowledgeable of
the Master Agreement and Employee Handbook. In my
previous position as a Human Resource Assistant, I accurately
coded veteran’s status, disabled veterans codes, and veteran
preference for a RIF.
My education has granted me with the knowledge and ability to
interpret and apply regulations, policies, and other guidelines
related to recruitment and placement. My graduate course of
study extended my knowledge base relative to various laws such

as discrimination based upon race, age, or sex, child labor laws,
workers with disabilities, student employment programs, and
EEO. In my previous position as a Staffing Assistant with
Burnett Staffing, I applied these laws to maintain compliance.
& Placement)
Competency 3 - Ability to plan and organize work, establish
priorities, and meet time constraints while working under
stressful conditions or in high-pressure situations
In my previous position as a Human Resource Assistant, I was
responsible for the following tasks: conducting new employee
orientation, customer service, and administrative controls. I
strategically planned and prioritized my responsibilities to
ensure deadlines were maintained. Moreover, as a Senior Court
Clerk for the Harris County District Clerk’s Office, my
responsibilities involved carefully prioritizing and balancing my
workload in accordance with the Judge’s schedule by ensuring
that the daily docket and scheduled calendar of cases were
accurate. Likewise, subsequent duties and responsibilities
consisted of recording case disposition, arrangement of court
fees, issue of warrants, explanation of court procedures, and
administering oaths. These tasks required meeting constant
demand. The highest level of priority was facilitating timely
bond activity with accuracy.
I am detailed and goal oriented. I strive to be a team player to
yield positive results as it relates to the success of an
organization or corporation. I am an analytical thinker who
approaches conflict with strategy and awareness. I am
proficient, proactive, and knowledgeable. I am confident that
my skills and experience will contribute to the growth of a

successful organization.
In my previous position, I dealt tactfully with controversial,
stressful issues or situations. I have assisted employees during
times of life changing events such as death, divorce, birth of a
child, beneficiary changes; etc. Once an event occurs, it is my
responsibility to ensure the changes are reflected in their
benefits. I counseled employees during their times of life
changing events. In addition, I do everything in my power to
ensure that their benefits are the last thing of concern.
& Placement)
Competency 4 - Ability to gather, organize, analyze, and clearly
present data to be utilized for reports, surveys, problem solving,
etc.
In my previous position as a Human Resource Assistant, I
prepared New Employee Orientation benefit packets. In
addition, I have conducted New Employee Orientation where I
have given an overview of the benefits offered by the Federal
Government. I have used problem solving skills to analyze
issues that have arisen as it relates to employees benefits. I
have conducted research, in addition to contacting the insurance
companies to resolve employee issues. I have submitted DFAS
remedy tickets as well as consulted with our Payroll Dept. for
employees in efforts to achieve resolution.
I thoroughly explain the healthcare benefits, life insurance,
FERS (federal employee retirement system), TSP (thrift savings
plan) to employees in New Employee Orientation. I
communicate daily via telephone with employees from diverse
backgrounds regarding benefits. I display professionalism,
empathy, and sympathy as it relates to benefits. I am an active
listener with the ability to think and act with innovation.

& Placement)
Competency 5 - Ability to communicate, both orally and in
writing, with individuals from a variety of backgrounds
As a Human Resource Assistant with Worklife & Benefits, I
was the primary liaison between the resource management
division and the employee. Effective communication is vital to
the minimization of conflict while promoting awareness relative
to benefit information. I communicate in a courteous, tactful,
and respectful manner. My goal was to ensure that employees
were knowledgeable of all benefits provided by the federal
government. I thoroughly explained the healthcare benefits
including life insurance, Federal Employee Retirement system
(FERS), and Thrift Savings Plan (TSP) to employees during
“New Employee” Orientation while providing individual
assistance prior to their selections. I communicated daily via
telephone with employees from diverse backgrounds regarding
benefits. I aim to be proactive with regards to follow up. I
display professionalism, empathy, and sympathy as it relates to
benefits. In my previous position, I also processed personnel
action items. It was my responsibility to clarify employee
appointments, separations, retention incentives, reassignments,
transfers, changes to lower grades, conversions, and awards.
Furthermore, I communicated and assisted employees with
payroll resolution.
In February 2014, I completed the Civility, Respect, and
Engagement, in Workplace Facilitator Training (CREW).

Currently I facilitate workgroups with the Veterans Affairs
Administration Hospital by communicating with employees and
providing various activities to enhance workplace civility. I
engage group members and implement alternative behaviors to
create a conducive work environment. I encouraged the group
members to address their peers respectfully while encouraging
positive peer-to-peer interaction.
K. King Page 1
OBJECTIVE
To secure the Human Resource Specialist position with the
Department of Veteran Affairs; where I can fully utilize my
experience, training, and human resource skills; while making a
significant contribution to the success of my employer.
SUMMARY
· Currently employed 4 years at The Michael E. DeBakey
Veterans Affairs Medical Center; the fourth largest VA Hospital
in the United States; employing over 5,000 employees.
· 3+ years professional experience as an Human Resource
Assistant with specific expertise in handling over 900
employees personnel records, compensation management,
benefits, performance appraisals and briefing new employees
during orientation.
· Responsible for the full employee life cycle from recruitment,
induction to exit, and for providing full administrative support
to the HR Managers and Officers.
· Provide comprehensive support for leadership staff including
scheduling meetings, coordinating travel, payroll, and
effectively managing all essential tasks.
· Strong oral and written communication skills and can

communicate effectively with employees at all levels of the
organization.
· Strong computer skills in Microsoft Word, Excel, PowerPoint,
Access, Outlook, Publisher, PeopleSoft, HRIS, EOPF, WebHR,
Vista/DHCP, RSD, CPRS, Internet/Email and JIMS (Justice
Information Management Systems). Type 55 wpm
PROFESSIONAL EXPERIENCE
Program Support Assistant (GS-7)
10/2014 – Present
Michael E. DeBakey VAMC – Houston, Texas
· Serve as personnel clerk for 46 Staff Members which includes
the General Mental Health Program Director, 23 Medical
Doctors, 4 Physician Assistants, 2 Nurse Practitioners, 8
Registered Nurses, 4 Licensed Vocational Nurses, and 4 Nurse
Assistants the office which entails administrative responsibility
for all staff in the program.
· Perform work involving the collection, compilation, and/or
tracking of data and statistical information in support of the
Mental Health Care Line Program.
· Provide assistance in the performance of manpower analysis,
workload studies, or comparable work to meet the manpower
analysis needs of the Mental Health Care Line Program.
· Perform work related to the acquisition and/or development of
program information and resource materials needed to support
the Mental Health Care Line Program.
· Obtain and monitors the use of services, supplies, and
equipment.
· Plan and/or provide for the acquisition, assignment, and
utilization of space (to include design of simple office layouts
and work areas).
· Process incoming or outgoing mail.
· Monitor and reports time and attendance.
· Arrange records for storage/reference, scheduled disposition,
and retrieval.

Human Resource Assistant (GS-7)
06/2011 - Present
· Examined and process complicated personnel actions for
approximately 950 employees to include: new
hires/appointments, separations, retention incentives,
reassignments, transfers, and changes to pay grades, special
pay, awards, etc.
· Determined critical due dates for completing periodic step
increases, conversions to career tenure, probationary periods,
proficiency ratings, and special advancements.
· Conducted new employee orientation for newly hired
employees and assisted in completing forms related to
appointments, administering oath of office, accession actions,
reinstatement, excepted appointments, reemployment after
military service, reemployed annuitants, conversions, and VRA.
· Counseled employees to determined eligibility and process
benefits for health, life, and thrift savings plan.
· Composed from rough drafts; notes or oral instructions on a
wide variety of letters, memorandums, forms, charts,
requisitions, correspondence, etc.
· Established, maintained and disposed of Official Personnel
Folder. Review OPF and purge them of obsolete.
· Assisted the HR team with EEO claims if necessary, i.e.,
gathering information requested by ORM/EEO.
Program Support Assistant (GS-5) 10/2010 –
06/2011
· Patient processing, admissions, registration, scheduling,
eligibility and specific Department of Veterans Affairs
programs.
· Ensured progress notes, physician's orders, diagnostic tests,
etc., are filed in the patient's medical records; ensures pertinent
information is provided by the health care provider; records
physician's orders for patient activities, restrictions, diagnostic

tests, and transfers appropriate data to the required request
forms or computer option;
· Initiated appropriate documents such as routing slips,
encounter forms and action profiles on each patient reporting to
the clinic; processes physician orders ensuring laboratory tests
and follow-up appointments are accurately scheduled;
· Determined patient appointment and eligibility status
including Means Test to determine patient financial
responsibility; schedules appointments by person and telephone;
maintains various logs and documents related to medical records
control;
· Collected data for various reports, surveys and studies;
orientated professional and administrative staff on clinic
procedures and activities
Staffing Assistant
03/2010 – 10/2010
Burnett Staffing Agency - Houston, Texas
· Conducted candidate screenings, interviews, pre-employment
screenings, administered new hire orientations, and extended
employment offers.
· Oversaw the effectiveness of the interview process and tools,
including administering any tests and test procedures.
· Handled HR issues regarding contract employees which
include: performance issues, termination, and retention.
Secretary
06/2009 – 03/2010
King's Daycare - Houston, Texas
· Updated and maintain office files systems, personnel records,
children records; conduct quarterly audits
· Maintained monthly schedule of activities for center; compose
letters, permission slips, etc.

· Maintained and track tuition payments with Excel spreadsheet
· Submitted the following information to Food For Kids
government agency: enrollment, food menus, reimbursement
report, and weekly/monthly attendance
· Submitted NCI Attendance to the State of Texas
Administrative Specialist / Billeting Coordinator
10/2007 – 10/2008 & 03/2009 – 06/2009
Kellogg Brown & Root LOGCAP III - Baghdad, Iraq
· Supervised and coordinated daily office duties and tasks.
Verified employee time sheets, travel requests, and required
licenses.
· Communicated and assisted top ranking military officials,
DOD Employees and other Civilian Contract employees with
Unit Check-In and Check-Out of housing areas. Verified memos
for occupants. Maintained living quarters and accountability of
occupants.
Project Staff Assistant
03/2007 – 10/2007
Harris County Hospital District - Houston, Texas
· Key accountabilities included administrative functions:
drafted memos, emails, correspondence, expense reports,
coordinated travel arrangements, and processed payroll
· Screened and directed callers and visitors; accurately recorded
messages
· Prepared agenda for meetings, schedule meetings, recorded
and distributed minutes of meetings
Senior Court Clerk
02/2005 – 02/2007
Harris County District Clerk's Office - Houston, Texas
· Assisted criminal court Judges, District Attorneys and Defense
Attorneys
· Communicated with customers, employees, and other
individuals to disseminate and explain information pertaining to

court cases
· Prepared daily dockets and calendar of cases to be called
· Recorded case disposition, court ordered, and arrangement for
payment of court fees
· Prepared case folders, and posted, filed, and routed documents
· Issued arrest warrants, suspended drivers license, and
revoke/forfeit/set bonds
· Explained procedures and forms to parties in case
· Impanel jury, swear in jury and witnesses
Office Staffing Assistant
03/2003 – 05/2004
Staff Search assigned Harris County Hospital District -
Houston, Texas
· Key accountabilities included administrative functions
(activity reports, expense reports, confidential correspondence,
presentation development, and scheduling/calendar
maintenance) combined with event planning and coordination
(travel arrangements, conference-call scheduling, meeting
planning, and promotional events) for the Operations Manager.
Recruiting Assistant
06/2001 – 07/2002
Management Recruiters Int'l of Everglades - Pembroke Pines,
Florida
· Prepared and maintained employment records and authorized
paperwork assigning applicant to positions.
· Evaluated recruitment and selection criteria to ensure
conformance of professional, statistical, and testing standards,
and recommended revision as needed.
· Provided potential applicants with information regarding
facilities, operations, benefits, and job and career opportunities
in organization.
· Notified applicants by mail and telephone to inform them of
employment possibilities, consideration, and selection.
· Conducted reference and background checks on applicants.

Operations Specialist
09/1997 – 12/2000
United States Navy - Norfolk, Virginia
· Developed and implemented work processes and procedures by
providing management and administrative assistance as required
· Reviewed operating reports for content and reported
compliance. Ensure completion of all reports
EDUCATION AND CREDENTIALS
· Doctoral Health Administration
8/2014 – Current
Capella University
· EVAL Emerging Veteran Affairs Leadership Program
1/2014 - 6/2014
Michael E. DeBakey VAMC
· MBA Human Resource Management
7/2013
Columbia Southern University
· B.S., Human Resource Management
1/2011
Columbia Southern University
Performance Based Interview Questions for
The Eight Core Competencies of the
High Performance Development Model (HPDM)
Purpose - The list of Performance-Based Interview (PBI)
questions presented below has been developed to assist
interviewers and selecting officials who have been trained in the

PBI process to conduct more effective performance-based
interviews. PBI interviews have been shown to be substantially
more valid in hiring successful performers than traditional
means. Selecting job-related questions will help you to:
· Increase your ability to hire candidates who will be successful
on the job.
· Establish the validity of your selection method (which may
prove useful upon third party reviews).
Description - The list below contains PBI questions that have
been developed by the PBI Steering Committee and have been
organized according to the eight core competencies of the High
Performance Development Model (HPDM). In addition, the
questions have been ordered by the level of competency. These
levels are described below. Please note that the questions are
written in a generalized format and may need to be customized
to fit a particular job situation.
Description of Levels
Level I
Frontline staff, those who do not supervise others.
Level II
Work unit leaders, those who lead the work of a natural group
of people, either temporarily (process improvement team leader)
or as an ongoing role (foreman, section leader).
Guidance - For these questions to be valid, they must be
supported by a job analysis( the initial step in the recruiting
process. Accurate analysis of the job will have produced a list
of the necessary knowledge, skills, abilities and other
characteristics (KSAOs) that the candidate must possess in
order to be successful in the job. These KSAOs will have been
derived from the job description and are likely to appear in the
job vacancy announcement.

Selecting questions from this list that are not tied to job-related
KSAOs could leave you open to charges of invalid hiring
practices. And although we have furnished a number of
commonly occurring KSAOs, please note that this is not an
exhaustive list. Therefore, you will probably need to create
some of your questions independently.
Interpersonal Effectiveness
Level I:
· Give a specific example of a time you had to deal with an
upset co-worker, patient, or other customer. What was the
person upset about and how did you handle? What was the
outcome?
· A part of this job is documenting your work. Give a specific
example of something you had to write for your supervisor in
the past three months. What feedback did you get from your
supervisor?
Level II:
· Give a specific example of a situation where the group of
people you work with on a regular basis had a serious conflict.
What was the conflict about? How were you involved in the
conflict and what was the outcome?
· A part of this job is documenting your work. On a scale of 0
to 10 with 10 being excellent writing skills, how would you rate
your writing ability? Give specific example of the types of
documents you write routinely. What feedback do you get from
your supervisor on your writing skills?
· Tell me about a specific time when those with whom you were
working could not agree upon the course of action. How did
you approach the situation and what was the outcome?

Customer Service
Level I:
· Tell about a situation at work where you realized a person
needed help. How did you realize the person needed assistance
and what did you do? What was the outcome of this situation?
· Tell about a situation where you assisted a co-worker. What
was the situation? What was your involvement and what was
the outcome?
· Tell me about a specific time when you resolved a difficult
customer complaint. What did you do? What was the outcome?
Level II:
· In your current job, who are your internal and external
customers? Specifically, how do you get satisfaction feedback
from your internal customers? Specifically, how do you get
satisfaction feedback from your external customers? Give
specific examples of how you have used both negative and
positive feedback.
· Tell me specifically which co-workers in your organization are
your customers. What have you done specifically to improve
the service you give these internal customers?
Systems Thinking
Level I:
· How does the work you are currently doing affect your
organization’s ability to meet its’ mission and goals? Do you
think your work is important? If yes, why? If no, why not?
· Describe a time when you went over and above your job

expectation. What motivated you to put forth the extra effort?
How did you feel when the job was finished? Did others realize
you had put forth the extra effort? What feedback did you get
for your effort?
· Tell me about a time when you had to take on extra duties or
make some other sacrifice (such as changing your duty hours) in
order for an overall improvement in the service of your unit to
its customers to occur. How did you feel about making the
change? What did you say to co-workers and supervisors about
the change? How do you feel about the change now? Has it
produced better service to your customers?
Level II:
· In your current job, what organizational change have you
made or contributed to that you are proud of? How did you go
about making the change? What has been the impact of the
change?
· Tell me about a specific time when others in your work group
were having difficulty understanding how their work interfaced
with the work of other units, and the impact changes they made
had on those other work groups. What specific things did you
do to assist your co-workers to better understand the
relationship of your work to that of others in the organization?
What specific things did you do to ensure that changes within
your group were not detrimental to other work groups?
Flexibility/Adaptability
Level I:
· Describe a change in your work you have personally had to
make in the last couple years. At the time, how did you feel
about making the change? What did you do to make the
change? How do you feel about the change now?

· Tell me about the last new procedure you had to learn in your
job. Tell me what specifically was the hardest aspect of
learning the new procedure. Tell me specifically what you liked
best about learning the new procedure. How well is the new
procedure working now?
Level II:
· Describe a situation where you were responsible for getting
others to make a change. What role did you play and what
actions did you take? What was the outcome? If you had to do
it again, would you do anything differently?
· Tell me about a time when you had to deal with two very
different employees that could not be treated the same way.
How did you deal with each? How did you decide what you
were going to do? How well did your intervention with each
employee work?
Creative Thinking
Level I:
· Tell two suggestions you have made to your supervisor in the
past year. How did you come up with the ideas? What
happened? How do you feel about the way things went?
· Tell me about a specific time when you made a suggestion to
improve the quality of the work done in your unit. Tell me
about a specific time when you made a suggestion to improve
the efficiency of your unit.
Level II:
· Give examples to illustrate how you have generated ideas that
represent thinking “outside the box.” How were your ideas
received by others? What became of the ideas?

· Tell me about a time when a co-worker had a good idea and
you agreed but no one else was willing to listen. How did you
handle the situation and what was the outcome?
Organizational Stewardship
Level I:
· Give an example of a time you defended your organization.
How did you feel about doing it? How did you go about doing
it? What was the response of the other party/parties?
· Tell me about a specific time when people outside your
organization were criticizing it unfairly. What did you do or
say? How successful were you in changing minds or attitudes?
What evidence suggests that level of success?
Level II:
· Describe a time when you worked as a member of a team to
accomplish a goal of your organization. What role did you
play? Describe how the team worked together. What was the
outcome?
· Describe a time when you were working with a group and
there was conflict in getting a job done. What was your role?
Were the conflicts resolved? If yes, how were they resolved?
If no, what were they not resolved?
· List two characteristics that you feel you possess that make
you a sensitive, effective leader. Give a specific example for
each to show how you applied them to your work setting.
· Tell me about a specific time when a co-worker was
experiencing significant personal problems that were affecting
their work. What did you do to assist the co-worker and help

them with their situation? Were your efforts successful? How
did you know they were or were not successful?
Personal Mastery
Level I:
· Name three things you have done in the past two years to grow
in your job.
· Describe a time when you received negative feedback and
turned it into something positive.
· What self development activities are you currently engaged
in?
Level II:
· Describe a negative work experience you learned from.
Describe the circumstances and give an example to show you
applied the learning to a work situation.
· Describe a situation where you can take credit for the growth
and development of a staff member or co-worker. Be specific
about your role in terms of interactions and the outcome.
· Tell me specifically what self-development activities you have
participated in during the last year.
Technical Skills
Technical knowledge, skills, and abilities are specific for every
position.
· Rate yourself on a scale of 0 to 10 with 0 indicating no
knowledge or skill and 10 indicating above average knowledge
and skill on the following areas: (would have approximately 10
areas of knowledge or skill specific to job—would range from

specific job skills such as typing/work processing to higher
level skills such as negotiation and conflict resolution).
· Give an example of how you have used a technical skill in
your field in you current position.
Compare what you know about the job you are interviewing for
and your own knowledge and skill. What areas of development
do you feel you will need to meet the job expectations?

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