Chief, Performance Management Branch

About the role

The Office of the Assistant Secretary for Administration and Management (OASAM) provides the infrastructure and support that enables the U.S. Department of Labor to perform its mission.

OASAM provides leadership and support for information technology, human resources management, procurement, business operations, safety and health, space management, civil rights, emergency management, security, budget, and performance.

What you will do

• The Performance Management Branch Chief, in the Office of Human Resources, provides Department-level leadership and technical expertise for DOL's performance management program.
• The position directs program activities and staff and provides authoritative technical advice and guidance to senior officials on complex performance management matters.
• Major duties include but are not limited to the following: Manage and direct Department-level performance management program activities and oversee the work of subordinate staff responsible for providing performance management services and technical assistance.
• Establish program goals, objectives, priorities, and procedures; monitor program activities and outcomes; and recommend improvements to enhance program effectiveness.
• Provide authoritative technical advice, guidance, and consultation to senior Department officials, managers, and supervisors on performance management matters.
• Research, interpret, analyze, and apply Federal laws, regulations, policies, OPM and DOL guidance, and other governing authorities related to performance management.
• Develop and implement performance management policies, procedures, guidance, and program requirements.
• Analyze and resolve complex or emerging performance management issues, including matters for which established policy or precedent may not provide clear guidance.
• Represent the organization in meetings with senior Department officials, other Federal agencies, and other stakeholders on significant performance management matters.
• Evaluate performance management program operations and outcomes and recommend improvements to support effective program administration and organizational objectives.

Education

There is no substitute of education for specialized experience to qualify for this position.

How you will be evaluated

You may preview application questions for this vacancy here: *** USA Hire You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics): Accountability Customer Service Decisiveness Flexibility Interpersonal Skills Problem Solving Resilience The information you provide may be verified by a review of your paid, unpaid, and volunteer, as it demonstrates the competencies or skills required for the position to be filled.

Your evaluation may include an interview, reference checks, or other assessment conducted by HR specialists, subject matter experts, or panel members and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc.).

INFORMATION FOR ICTAP/CTAP ELIGIBLE(S) ONLY: If you are eligible for special priority selection under ICTAP/CTAP, you must be well-qualified for the position to receive consideration. ICTAP/CTAP eligible(s) will be considered well-qualified if they attain at least a rating score of 85 in a numerical rating scheme.

Be sure to review the eligibility questions to reflect that you are applying as an ICTAP or CTAP eligible and submit supporting documentation.

Documents you must provide

• The following documents must be submitted by 11:59 p.m. (ET) on the vacancy closing date.
• ELIGIBILITY REQUIREMENTS: Applicants must meet the eligibility requirements of time-in-grade (52 weeks at the next lower grade), time-after-competitive-appointment (90 days), and minimum qualifications (52 weeks equivalent to the next lower grade in federal service).
• These requirements must be met within 30 days of 09/22/2026 the announcement closing date.
• The following documents are required from all applicants (PLEASE READ CAREFULLY): FEDERAL STATUS APPLICANTS: When applying as a status candidate with current or former Federal Service, please provide a copy of your last or most recent SF-50, Notification of Personnel Action which shows your appointment eligibility for the position for which you are applying.
• Your SF-50 must identify the highest grade you held on a permanent basis, Pay Plan/Pay Schedule, Series, Grade/Pay Band, and career status.
• Multiple SF-50 may be submitted to demonstrate your highest previous rate and eligibility. *WARNING: An award SF-50 (ex. cash or time off award) may not indicate grade, step, and competitive status.
• For current DOL employees, an award SF-50 DOES NOT indicate grade and step.
• Resumes are required - provide a resume either by creating one in USAJOBS or uploading one from your computer and USAJOBS profile.
• To receive full consideration for relevant and specialized experience, please list the month, year, and number of work hours worked for the experience listed on your resume.
• We also suggest that you preview the vacancy questions and confirm that your resume supports your question responses.
• Most recent performance appraisal/evaluation signed and dated within 18 months is requested by the agency but will not disqualify candidates if not submitted.
• If not submitted during the application process, one may/will be requested at the time of the interview if the opportunity is extended. *In most cases, ICTAP/CTAP applicants must submit this document - please see ICTAP/CTAP links below for more details.
• The following documents are required (if applicable): Displaced Employee Placement Documents - Only required if requesting priority consideration under Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) Eligibility.
• Click/Review these ICTAP/CTAP links to confirm what must be submitted as proof that the requirement has been met.
• DD-214 - verifying military service, eligibility for consideration under the Veterans Employment Opportunity Act (VEOA), and showing the character of discharge (ex.
• Member Copy 4 and 2 are acceptable vs. Copy 1 which is not acceptable to adjudicate veteran's preference) Special/Non-Competitive Appointing Authority Documents - Applicants who are eligible for consideration, and wish to be considered, under one of the following non-competitive hiring authorities must submit appropriate documentation (click on the links below to see the documentation requirements): (a) Persons with Severe Disabilities (SCHEDULE A) (b) 30% or More Compensable Disabled Veterans (DAV) (c) Military Spouses (MISP) Land Management Eligible(s): a copy of your most recent Notification of Personnel Action (SF-50 or equivalent) proving your eligibility for appointment under the Land Management Workforce Flexibility Act.
• This service must have been performed in competitive service, under a time-limited appointment in a Land Management Agency, as defined by P.L.
• For more information, click here.
• Do not upload password-protected documents.
• Applicants selected for employment who are not current DOL employees will be required to provide proof of citizenship, and the E-Verify system will be used to confirm the employment eligibility of all new hires.
• As a condition of employment for accepting this position, you may be required to serve a 1-year probationary period during which we will evaluate your fitness and whether your continued employment advances the public interest.
• In determining if your employment advances the public interest, we may consider: - your performance and conduct; - the needs and interests of the agency; - whether your continued employment would advance organizational goals of the agency or the Government; and - whether your continued employment would advance the efficiency of the Federal service.
• Upon completion of your probationary period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.
• Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATIONS, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES

What to expect next

Once your complete application is received, we will conduct an evaluation of your qualifications and refer candidates for selection consideration. Candidates will be referred to the hiring manager for further consideration and possible interviews. You will be notified of the outcome.

A selection is expected to be made within 30 calendar days of the issuance date of the certificate. For instructions on how to check the status of your application, go to USAJOBS Help Guide. USAJOBS will no longer send status alert email notifications.

You can check your application status in the TAS by logging into USAJOBS and in the Applicant Dashboard, click the hiring agency Talent Acquisition System (TAS). If the TAS does not provide application tracking information, contact the agency's point of contact on the job announcement.

To verify your application is complete, log into your USAJOBS account, select the Application Status link, and then select the more information link for this position. The Application page will display the status of your application, the documentation received and processed, and any correspondence the agency has sent related to this application.

Your uploaded documents may take several hours to clear the virus scan process. To return to an incomplete application, log into your USAJOBS account and click Update Application in the vacancy announcement.

You must re-select your resume and/or other documents from your USAJOBS account or your application will be incomplete.

Additional information

DOL's mission 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.

All personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before entering on duty: BACKGROUND INVESTIGATION 5 CFR Section 2638.103: 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.

They are also responsible for working with agency ethics officials to help resolve conflicts of interest and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports.

Supervisors are responsible for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements. This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521).

If selected, you will be required to annually 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. For more information, click Telework Position Information.

Based on agency needs, additional positions may be filled using this vacancy. DOL 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: Guidelines for Reporting Violations of the Fair Chance Act.

All DOL employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.

If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application.

Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis.

If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision.

You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement.

Please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments.