Supervisory Wildlife Biologist (Assistant District Supervisor)

About the role

You will serve as an Assistant District Supervisor within Wildlife Services (WS).

Primary duties involve assisting in the planning, recommending, organizing, and administering of operational and technical assistance programs designed to efficiently, effectively, and safely reduce wildlife damage that adversely impacts agricultural interests, human health and safety, property, and natural resources.

What you will do

• The duties described are for the full-performance level.
• At developmental grade levels, assignments will be of more limited scope, performed with less independence and limited complexity.
• The duties may include, but are not limited to: Utilizing standard and precedented methods and techniques, the incumbent assists immediate supervisor in planning, organizing, coordinating, and executing a WS program within a work unit Assists with the implementation of conventional strategic plans based on WS Directives and program needs Within the work unit, ensures compliance with the National Environmental Policy Act (NEPA), parallel State environmental laws, and other applicable Federal and State laws and regulations With guidance from the supervisor, supports environmental compliance efforts through provision of information and review of administrative and project records, and environmental impact statements May assist supervisor with tracking and managing budgets and funds provided for wildlife damage management (WDM) operations of the work unit Identifies and analyzes techniques for WDM operations in the work unit.
• Recommends, through supervisor, areas for potential research or developmental study Assists in the supervision of the work unit’s Federal employees and, in some cases, cooperative employees (collaborators), possibly including technicians, seasonal or intermittent personnel, and interns May be designated as Acting for higher level supervisor/manager (i.e., District Supervisor), and temporarily assume administrative and supervisory responsibility Assists the supervisor in development of performance standards and evaluation and monitoring of work performance of subordinates

Education

Please see above for education qualification requirement information.

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, as well as the responses to the Assessment Questionnaire to determine the degree to which you possess the knowledge, skills, abilities and competencies. The application process involves a technical assessment.

Applicants should review the information below, it is the applicant's responsible for monitoring their email for additional information about assessments and any deadlines that may need to be met.

Failure to respond may result in disqualification/ removal from consideration.

Structured Interview - Competency Responses: A panel of subject matter experts will review your responses during a Structured Interview. These responses to questions/scenarios will be evaluated to provide your rating in the application process.

You will be assessed on the following competencies: Accountability Conflict Management Developing Others Partnering 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. Applicants who meet the minimum qualification requirements and are determined to be among the best qualified candidates will be referred to the hiring manager for consideration.

Noncompetitive candidates and applicants under some special hiring authorities need only meet minimum qualifications to be referred.

Note: If after reviewing your resume and/or supporting documentation, a determination is made that you have inflated your qualifications and or experience, your score may be adjusted to more accurately reflect your abilities, or you may be found ineligible. 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 up to including removal from the Federal service. To preview the application questionnaire, please visit: ***

Documents you must provide

• The following documents are required for your applicant package to be complete.
• Our office cannot be responsible for incompatible software, your system failure or downtime, etc. Encrypted documents will not be accepted.
• Failure to submit required, legible documents may result in loss of consideration.
• Resume that includes: 1) personal information such as name, address, contact information;2) education;3) detailed 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); 4) all supervisors' phone numbers and if they may be contacted; and 5) other qualifications.
• Resume cannot exceed two pages.
• Only one resume will be reviewed.
• If education is required or being used to qualify, you must submit a copy of your college transcripts.
• An unofficial copy is sufficient if it includes your name and all course information.
• If selected, official transcripts will be required prior to entering on duty.
• Education must have been obtained from an accredited institution.
• Education completed in a foreign institution must include an evaluation by an organization that specializes in interpretation of foreign education programs that it was deemed equivalent to an accredited U.S. education program.
• For further information, see: Foreign Education Evaluation.
• All transcripts must be in English or include an English translation.
• Current and former career/career-conditional Federal employees: Most recent non-award Notification of Personnel Action (SF-50) showing you are/were in the competitive service (block 24 must contain a 1 or 2 and block 34 must contain a 1), highest grade held (or promotion potential) on a permanent basis, position title, series and grade.
• If your current grade is not your highest permanent grade, submit an additional SF-50 showing your highest grade.
• 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 (e.g., length of time in current position).
• A performance plan is not an acceptable substitute.
• Screenshots or printouts of electronic systems, including eHR Apps (ePMA), will not be accepted unless it is of the actual appraisal form with the end-of-year rating summary.
• Surplus or displaced employees eligible for CTAP, RPL, or ICTAP 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), last performance appraisal, and the most recent SF-50 noting position, grade level, and duty location.

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.

Multiple positions may be filled from this announcement. This announcement may also be used to fill additional like vacancies, including vacancies elsewhere within the agency or other USDA organizations.

As a condition of employment for accepting this position, you will 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.

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

Career Transition Assistance Plan (CTAP), Reemployment Priority List (RPL), or Interagency Career Transition Assistance Plan (ICTAP): Visit the OPM website for information on how to apply as a CTAP, RPL, or ICTAP eligible. To exercise selection priority for this vacancy, CTAP/RPL/ICTAP candidates must meet the basic eligibility requirements and all selective factors.

CTAP/ICTAP candidates must be rated and determined to be well qualified (or above) based on an evaluation of the competencies listed in the How You Will Be Evaluated section. When assessed through a score-based category rating method, CTAP/ICTAP applicants must receive a rating of at least 85 out of a possible 100.

First time hires to the federal government normally start at the lowest rate of the salary range for the grade selected. Travel, transportation, and relocation expenses will not be paid. Any travel, transportation, and relocation expense associated with reporting for duty will be the responsibility of the selected employee.

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 nor guaranteed.