Supervisory Wildland Fire Fighter (Fire Engine Operator)

About the role

This position is located in Southern Region 8, Francis Marion and Sumter National Forest. Serves as first line supervisor on a High Complexity Fire Engine Module. The primary purpose of the position is to perform wildland firefighting work and to provide leadership for a crew performing such work.

For additional information about the duties of this position, please contact Mike Leslie at ***.

What you will do

• Duties listed are at full performance grade GW-08 level.
• Manage the wildland fire engine operation by ensuring they have corrected positioning, proper use, and operation.
• Monitor fire behavior, fire effects, and fire weather on prescribed fires and wildland fire use.
• May serve as Incident Commander, making on-site evaluations of conditions, potential hazards to firefighting resources, property, and other improvements.
• Develop work improvement plans, recommending personnel actions as necessary.
• Collect and evaluate information in responding to wildland fire incidents such as weather data, topography, fuel types and fire behavior.
• Support wildland-urban interface incidents by coordinating with federal, state, and local fire protection agencies.
• Conduct work performance critiques by observing workers’ performance.
• Participate in wildland fire and safety training in the techniques, practices, and methods of fire suppression and in the safe, efficient operation and use of tools, equipment, and vehicles used in fire suppression activities.
• Execute emergency repairs as needed.
• Operate a variety of motor vehicles to transport equipment, supplies, crew members, etc. Conduct work performance critiques by observing workers’ performance.
• Supervise a group of employees performing work at the GW-04/05 level.
• Provide administrative and technical supervision necessary for accomplishing the work of the unit.
• Serves as a supervisory wildland firefighter on a wildland fire engine and prescribed fire crew.
• Promote and support a positive work environment to create a climate of mutual respect and Integrity.

Requirements

• Must be a U.S. Citizen or National.
• Males born after 12/31/1959 must be Selective Service registered or exempt.
• Subject to satisfactory adjudication of background investigation and/or fingerprint check.
• Per Public Law 104-134 all Federal employees are required to have federal payments made by direct deposit to their financial institution.
• Successfully pass the E-Verify employment verification check.
• To learn more about E-Verify, including your rights and responsibilities, visit e-verify.gov.
• Subject to one year supervisory/managerial probationary period unless prior service is creditable.
• New Forest Service supervisors must successfully complete all components of the required training program before the end of their probationary period.
• Successful completion of one-year probationary period, unless previously served.
• Successfully pass the E-Verify employment verification check.
• To learn more about E-Verify, including your rights and responsibilities, visit E-Verify.
• This is a drug testing designated position.
• You will be subject to pre-employment and random drug testing.
• Appointment is based on a negative result.
• This announcement constitutes 30 days advance notice.
• Must pass the Work Capacity Test for certain Interagency Fire Program Management or Fire Program Management positions.
• Willing to live/work in remote locations (volatile/unpredictable).
• Some Fire positions may have Conditions of Employment such as: a valid state driver's license; a commercial driver's license (CDL); pre-appointment and random drug testing; or a physical or medical examination.
• There may be additional Conditions of Employment not listed here, however applicants will be notified of any specific requirements at the time a tentative job offer is made.
• Under age 37; less than age 37 after subtracting the months of Permanent Federal Service in a primary or secondary firefighter/law enforcement position or a veteran preference eligible, older than age 37 and is requesting a waiver to the requirement.

Education

There is no substitution of education for specialized experience.

How you will be evaluated

You will be evaluated based on your qualifications for this position as evidenced by the experience, education, and training you described in your application package.

Your application, including the online Assessment Questionnaire, will be reviewed to determine if you meet (a) minimum qualification requirements and (b) the resume supports the answers provided to the job-specific questions. Your resume must clearly support your responses to all the questions addressing experience and education relevant to this position.

If you meet the qualification requirements and are determined to be among the best qualified, you will be referred to the hiring manager for consideration. Noncompetitive candidates and applicants under some special hiring authorities must meet minimum qualifications to be referred.

Note: If, after reviewing your resume and/or supporting documentation, a determination is made that you inflated your qualifications and or experience, your rating may be lowered to more accurately reflect the submitted documentation. Please follow all instructions carefully. Errors or omissions may affect your rating.

Providing inaccurate information on Federal documents could be grounds for non-selection or disciplinary action. To view the application form, visit: ***

Documents you must provide

• The following documents are required for your applicant package to be complete.
• Encrypted documents will not be accepted.
• Failure to submit required, legible documents may result in loss of consideration.
• Resume that includes: Personal Information: name, address, contact information; Education; Work Experience related to this position as described in the major duties including work schedule, hours worked per week, dates of employment; title, series, grade (if applicable); other qualifications.
• Resume cannot exceed 2 pages.
• Current and former Federal employees: Most recent non-award Notification of Personnel Action (SF-50) showing you are/were in the competitive service, highest grade held (or promotion potential) on a permanent basis, position title, series and grade AND Most recent performance appraisal (dated within 18 months) showing the official rating of record, signed by a supervisor, or statement why the performance appraisal is unavailable.
• A performance plan is not an acceptable substitute.
• Surplus or displaced employees eligible for CTAP or RPL priority must provide: proof of eligibility (RIF separation notice, notice of proposed removal for declining a transfer of function or directed reassignment to another commuting area, notice of disability annuity termination), SF-50 documenting separation (as applicable), current performance appraisal with rating of at least "Fully Successful" or equivalent, and your most recent SF-50 noting position, grade level, and duty location with your application per 5 CFR 330.
• If claiming eligibility under a special hiring authority or an interchange agreement with another merit system not listed above, see the requirements for that authority and submit the required supporting documentation.
• Go to USAJOBS Hiring Path for Special Authorities or Special Hiring Authority for more information.

What to expect next

Your application will be reviewed to verify that you meet the eligibility and qualification requirements for the position prior to issuing referral lists to the selecting official. If further evaluation or interviews are required, you will be contacted. Log in to your USAJOBS account to check your application status.

You may receive an email asking if you are still interested in the position and requesting information by a given deadline.

Failure to timely respond to this email may result in non-selection.

You must choose to turn on email notifications in your USAJOBS profile if you want to receive important email notifications that may impact your applicant experience (e.g. If you start an application and do not submit it prior to the closing date, USAJOBS will send an email reminder that the closing date is approaching and your application is in an incomplete status).

Multiple positions may be filled from this announcement.

Under the Fair Chance Act, agencies are not allowed to request information about an applicant's criminal history until a conditional offer of employment has been made, except as allowed for access to classified information; assignment to national security duties or positions; acceptance or retention in the armed forces; or recruitment of a Federal law enforcement officer.

An applicant may submit a complaint, or any other information related to an organization's alleged noncompliance with the Fair Chance Act. The complaint must be submitted within 30 calendar days of the date of the alleged noncompliance.

To make a Fair Chance Act inquiry or complaint, send an email with the appropriate information to ***, subject line: Fair Chance Act.

Additional information

Applications will be accepted only from current permanent Forest Service (FS) employees with competitive status and CTAP/RPL eligible candidates. Career Transition Assistance Plan (CTAP) or Reemployment Priority List (RPL): To exercise selection priority for this vacancy, CTAP/RPL candidates must meet the basic eligibility requirements and all selective factors.

This is a Detail/Temporary Promotion not-to-exceed (NTE) 1 year but may be extended additional 4 years for a total of 5 years, or may end earlier due to lack of work or funds, or at the discretion of the Hiring Manager. In addition, this Detail/Temporary Promotion NTE 1 year may be made permanent without further competition.

If the temporary promotion is not made permanent, the employee will be returned to a position that is comparable to his or her permanent position (i.e., same series, grade, and duty location) and your salary will be adjusted to the grade level and step that you would normally have been in had you remained in your position. Recruitment or Relocation Incentive may be authorized.

Final determination to pay an incentive will be made by the hiring official at time of job offer. The Forest Service may use certain incentives and hiring flexibilities, currently offered by the Federal government, to attract highly qualified candidates. Additional Information is available on the OPM Website.

Selectee will be responsible for tax obligations related to payments for moving expenses - 2017 Tax Cuts and Job Act, Public Law 115-97. Questions should be directed to the Travel Help Desk, ***, Option 1, or email *** Subject to one-year supervisory/managerial probationary period (unless prior service is creditable).

New USDA supervisors must successfully complete all components of the required new supervisory training program before the end of their probationary period.

PROMOTION POTENTIAL: If you are selected for a position with further promotion potential, you will be placed under a career development plan, and may be non-competitively promoted if you successfully complete the requirements and if recommended by management. However, promotion is neither implied or guaranteed. This is a bargaining unit position.

Availability of government housing and federal day care facilities may be available.