Supervisory Apprenticeship and Training Representative

Summary This position is located within Employment and Training Administration (ETA). Overall, the incumbent is responsible for the national apprenticeship and other industrial training program activities for an entire state; encouraging employers, organized labor and their representatives, and apprenticeship program sponsors to actively participate in the workforce investment system; and providing technical assistance. All current Department of Labor employees with competitive status. Responsibilities As a Supervisory Apprenticeship and Training Representative, your duties include, but are not limited to, the following: Provide leadership in formulating methods for getting results through cooperative efforts, including outreach to all program constituents and customers. Represent ETA at State and district conventions, meetings and councils of various management and labor groups having an interest in apprenticeship and other related training and addressing such groups to promote the training programs. Encourages statewide organization of management and labor to cooperate in the promotion and development of training programs in the various trades; coordinating industrial training activities with other Federal activities at the State level, with state-level employer associations, state-level union officials, and State education representatives. Serves as an agency integration expert; Plans, coordinates, and implements an outreach program designed to encourage employers, organized labor and their representatives, and apprenticeship program sponsors to actively participate in the workforce investment system. Facilitate the development of agency or national guideline material, policies, and/or strategic plans. Facilitates the development of materials and conducts a program of public awareness to secure the adoption of training skilled occupations and related training policies and practices used by employers, unions, and other organizations. Facilitate the planning and evaluation of the overall efficiency and effectiveness of training programs utilized by employer, industry, labor and government. Exercises authority to act on and settle, within the limits of established national policy, program problems arising within the State which cannot be resolved by any subordinate staff. Maintains liaison with management and labor representatives to promote DOL and ETA program objectives, provide information and resolves concerns. Provides authoritative advice and consultation, recommends new approaches and alternatives to address current or anticipated problems. Coordinates overall program plans and objectives on a statewide basis and establishes and maintains working relationships at the State level. Cooperative working relationships between the State staff and the OA staff; advising the State apprenticeship council (if any) and State officials on the administration of State and Federal industrial training programs or the interpretation of Federal laws, rules, and regulations affecting apprentices. Participates at the state in the integration of policies, procedures, and plans that demonstrate economic development strategies and public workforce investments. Incorporates and integrates registered apprenticeship as a critical post-secondary education, training, and employment option available through the One Stop Career Center System. Develops and applies new methods and techniques to solve problems where existing guides are largely inapplicable, or frequently nonexistent. Requirements Conditions of Employment Qualifications The Apprenticeship and Training Series, GS-0243, has basic requirements for positions covered by this standard. Applicants must meet both the basic requirements (IOR) and Specialized Experience for the specific grade level to qualify. Individual Occupational Requirement (IOR): Specialized Experience (for positions above GS-5): Experience in the development or administration of apprenticeship programs or other occupational training programs involving the systematic development of worker skills on the job. This experience must have demonstrated: Knowledge of the functions, purposes, and practices of apprenticeship or other industrial training; and understanding of the knowledge, skills, and techniques involved in the practice of apprenticeable trades; Knowledge of the practices, operations, and content of occupations in one or more fields; Knowledge of training methods and related worker utilization practices for the improvement and better use of workers’ skills; and the ability to apply this knowledge in identifying work force and training problems, analyzing such problems, and advising on their solution; Understanding of industrial relations problems and practices and of the traditions and attitudes of labor and management in relation to programs involving apprenticeship or other training on the job; and Ability to deal effectively with management, labor, and other appropriate officials on training matters. Examples of qualifying specialized experience include: Working member of a functioning joint apprenticeship committee. Employer training official or officer of a union or trade association whose duties included the development or administration of an apprenticeship program or other industrial training program. Coordinator or director of a training program for apprenticeable occupations or other training activities. Training representative or administrator in the field of apprenticeship, working with labor or management. Vocational teacher or instructor in an apprenticeable occupation. GS-7 and above: There is no education substitution in lieu of Specialized Experience. In addition to meeting the IOR basic requirements described above, for the GS-14 grade level: You must meet the “Specialized Experience” to qualify for Supervisory Apprenticeship and Training Representative (State Director) as described below. Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-13, in the Federal Service or equivalent pay. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. Qualifying Specialized experience for GS-14 must include all of the following statements: Experience providing advice and support to management and staff on policy development, strategic goals, and agency plans. Experience administering and promoting the expansion of the Registered Apprenticeship Programs at the State or Federal level. Supervising staff who provide customers with technical support in the development of registered apprenticeship programs. Collaborates with state or federal agencies/entities involved with Registered Apprenticeship such as; Workforce Development Agencies, Dept of Education, Veterans Affairs, Licensing Boards etc. WHEN DOCUMENTING EXPERIENCE IN YOUR RESUME, PLEASE BE CLEAR AND SPECIFIC. NO ASSUMPTIONS WILL BE MADE ABOUT YOUR WORK EXPERIENCE. Your resume MUST provide sufficient information to substantiate your responses to the vacancy questions. If not, HR may amend your responses to more accurately reflect the level of competency indicated by the content of your resume. Education There is no education substitution at the GS-14 level. Additional Information The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. As such, the Department is committed to fostering a workplace and workforce that promote equal employment opportunity, reflects the diversity of the people we seek to serve, and models a culture of respect, equity, inclusion, and accessibility where every employee feels heard, supported, and empowered. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interests and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements. Supervisory Financial Disclosure: This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. This information will be required annually. Click here for Telework Position Information. This is not a remote work position. The selectee will report to an assigned DOL office location on a regular basis and is eligible for participation in telework as determined by management in accordance with DOL policy. Based on agency needs, additional positions may be filled using this vacancy. The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant’s criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency’s complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions.