Supervisory Human Resources Specialist (Reasonable Accommodation)

About the role

The purpose of this position is to supervise a VISN Reasonable Accommodation (RA) Shared Service Unit (SSU) that provides services, support, and advice in RA in support of all VHA medical centers and the Network. Incumbent supports the provision of reasonable accommodations allowing VHA staff to perform the essential functions of their position.

This position is organizationally aligned under the VISN Human Resources Employee/Labor Relations Division.

What you will do

• This is a Detail/Temporary Promotion NTE One Year but may be extended or made permanent without further competition.
• Major duties includes but is not limited to: Serves as the RA subject matter expert (SME) to advise employees, applicants for employment, supervisors, and members of management regarding laws, regulations and procedures for RA.
• Serves as VISN Reasonable Accommodation Coordinator.
• Researches best practices in RA in federal government and stays abreast of changes, modifications, and revisions to laws, regulations, and policies pertaining to the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) of 1990, and the Americans with Disabilities Amendments Act (ADAAA) of 2008.
• Processes requests for accommodation to ensure that time frames are met, and procedures followed.
• Provides employees or applicants for employment with RA packages and advises them on the appropriate procedures for completing the package.
• Coordinates with other areas of Human Resources, including Recruitment & Placement, Employee/Labor Relations, Retirement Shared Service Office (RSSO) and Workers Compensation to ensure that the employee is advised of their rights under benefit programs which may be appropriate to them.
• Assists managers in determining the essential duties of a position and identifies barriers and possible modifications that would allow people with disabilities to perform said duties.
• Provides managers with information on RA and needs assessments for applicants and employees with disabilities.
• In consultation with Office of General Counsel (OGC) and Occupational Health, assesses potential accommodations and the effect each would have in allowing the employee to perform the essential functions of the job.
• In consultation with OGC, assists management in determining whether the requested accommodations pose an undue hardship to the agency.
• Coordinates with EEO offices, Office of Diversity and Inclusion, Office of Information Technology, VA designated physicians, Computer/Electronic Accommodations Program, or other resources to identify alternative effective accommodation options.
• Ensures coordination with appropriate staff or Agency Officials to provide adjustment to job duties or the work environment that assists an individual with a qualified disability to perform the essential functions of his/her position (i.e., requesting interpreters, ordering special equipment, arranging special computer software or requesting ergonomic adjustments, etc.).
• Analyzes regulations to develop operating procedures or processes for the RA program.
• Researches and writes responses to inquiries; plans, initiates, and/or conducts various HR program surveys, studies or evaluations.
• Develops and delivers briefings, status/staff reports, and correspondence to management to foster understanding of RA procedures.
• As necessary, engages in an interactive process with the employee, or applicant for employment, and his/her representative regarding the nature of the disability and the types of accommodation available to perform the essential functions of the position.
• Ensures Specialist works closely with General Counsel for requests where accommodation is either declined by employee or there is no accommodation that can be provided.
• Provides oversight on complex cases as necessary.
• Effectuates removal actions (i.e., medical inability or failure to perform as a result of a declination of accommodation) with coordination by Supervisory HR Specialist (ER/LR) and OGC as appropriate.
• Assigns appeals as a result of Reasonable Accommodation determination (i.e., EEO, grievances, etc.) to subordinate Specialists.
• As the VISN's SME, resolves the more complex and unusual problems and provides technical advice to specialists.
• Identifies the need for special projects to evaluate the effectiveness of programs and initiates milestones and goals.
• Performs other duties as assigned.
• Work Schedule: Monday - Friday (7:30am - 4:00pm) Telework: This position may be authorized for ad-hoc telework.
• Telework eligibility will be discussed during the interview process.
• Virtual: This is not a virtual position.
• Position Description/PD#: Supervisory Human Resources Specialist (Reasonable Accommodation)/PD99934S Relocation/Recruitment Incentives: Not Authorized Critical Skills Incentive (CSI): Not Approved Permanent Change of Station (PCS): Not Authorized Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment.
• A pre-placement physical examination is not required.

Requirements

• You must be a U.S. Citizen to apply for this job Selective Service Registration is required for males born after 12/31/1959 Subject to background/security investigation Selected applicants will be required to complete an online onboarding process.
• Acceptable form(s) of identification will be required to complete pre-employment requirements (***).
• Effective May 7, 2025, driver's licenses or state-issued identification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment.
• Participation in the seasonal influenza vaccination program is a requirement for all Department of Veterans Affairs Health Care Personnel (HCP As a condition of employment for accepting this position, you will be required to serve a 1-year probationary or 2-year trial 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 or trial period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.

Education

Qualifying education for the GS-0201 series includes courses and programs in HR, HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and/or humanities.

A transcript must be submitted with your application if you are basing all or part of your qualifications on education. Reference: For more information on this qualification standard, please visit ***

How you will be evaluated

You will be rated on the following Competencies for this position: Accountability Creative Thinking Customer Service Decision Making Decisiveness Education and Training Flexibility Forward Thinking Interpersonal Skills Leadership Oral Communication Problem Solving Resilience Workforce Planning Your experience must be fully documented on your resume and must include job title, duties, month and year start/end dates AND hours worked per week.

A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment.

IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC.

WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social).

Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

The Department of Veterans Affairs performs pre-employment reference checks as an assessment method used in the hiring process to verify information provided by a candidate (e.g., on resume or during interview or hiring process); gain additional knowledge regarding a candidate's abilities; and assist a hiring manager with making a final selection for a position.

Documents you must provide

• Resume SF-50/ Notification of Personnel Action The following documents are accepted, and may be required if applicable to your eligibility and/or qualifications for this position.
• Please make sure you have included other documents required for your application, such as a copy of your transcript (if using education to qualify), SF-50's (current/former Federal employees), documentation to support Veterans Preference claims, or ICTAP/CTAP documentation (for displaced Federal employees).
• You will not be contacted for additional information.
• For this internal Merit Promotion announcement, only CTAP applies.
• Cover Letter Performance Appraisal Resume Separation Notice (RIF) SF-50/ Notification of Personnel Action Transcript SF-50, Notification of Personnel Action (if applicable for Time in Grade and/or Eligibility): Most recent SF-50 if you are a current or former Federal employee An SF-50 showing your time-in-grade eligibility must be submitted with your application materials.
• If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement.
• In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade Award 50's do not provide sufficient information and will not be accepted for the purpose of verifying time-in-grade.
• Examples of appropriate SF-50's include: Within grade increases at the highest grade held; or Promotions with an effective date more than one year old; or SF-50's at the highest grade held with an effective date more than one year old.
• Veterans' Preference (Not applicable for this internal merit promotion announcement.): When applying for Federal Jobs, eligible Veterans should claim preference for 5pt (TP), 10pt (CP/CPS/XP), or for Sole Survivor Preference (SSP) in the questionnaire.
• You must provide a legible copy of your DD214(s) which shows dates and character of service (honorable, general, etc.).
• If you are currently serving on active duty and expect to be released or discharged within 120 days you must submit documentation related to your active duty service which reflects the dates of service, character of service (honorable, general, etc.), and dates of impending separation.
• Additionally, disabled veterans and others eligible for 10-point preference (such as widows or mothers of eligible Veterans) must also submit an SF-15 "Application for 10 Point Veteran Preference" with required proof as stated on the form.
• Documentation is required to award preference.
• For more information on Veterans' Preference, please visit ***
• Veterans' Preference does not apply to internal merit promotion announcements.

What to expect next

If you are referred for consideration, you may be asked to submit additional job related information, which may include, but not limited to; responses to the knowledge, skills and abilities; completion of a work sample, and/or contact for an interview. Your resume and/or supporting documentation will be verified.

If initial application submission is updated and resubmitted with a new resume, only the most current resume will be reviewed for consideration. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment.

Placement Policy: The posting of this announcement does not obligate management to fill a vacancy or vacancies by promotion. The position may be filled by reassignment, change to lower grade, transfer, appointment, or reinstatement. Management may use any one or any combination of these methods to fill the position.

It is the policy of the VA to not deny employment to those that have faced financial hardships or periods of unemployment.

Veterans and Transitioning Service Members: Please visit the VA for Vets site for career-search tools for Veterans seeking employment at VA, career development services for our existing Veterans, and coaching and reintegration support for military service members. Once your online application is submitted you will receive a confirmation notification by email.

After we receive application packages (including all required documents) and the vacancy announcement closes, we will review applications to ensure qualification and eligibility requirements are met. After the review is complete, a referral certificate(s) is issued and applicants will be notified of their status by email.

Referred applicants will be notified as such and may be contacted directly by the hiring office for an interview. All referred applicants receive a final notification once a selection decision has been made. You may check the status of your application at any time by logging into your USA Jobs account and clicking on Applications.

Information regarding your application status can be found in the USAJobs Help Center.

Additional information

This job opportunity announcement may be used to fill additional vacancies. If you are unable to apply online or need an alternate method to submit documents, please reach out to the Agency Contact listed in this Job Opportunity Announcement.

Under the Fair Chance to Compete Act, the Department of Veterans Affairs prohibits requesting an applicant's criminal history prior to accepting a tentative job offer. For more information about the Act and the complaint process, visit Human Resources and Administration/Operations, Security, and Preparedness (HRA/OSP) at The Fair Chance Act.