Human Resources Specialist GS-201. Career Path Guide Information Systems

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1 Human Resources Specialist GS-201 Career Path Guide Information Systems Updated August 2014

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3 TABLE OF CONTENTS HUMAN RESOURCES SPECIALIST GS Career Path Guide... 1 Your Career as an Human Resources Specialist SNAP SHOT... 1 Your Expertise... 1 Previous Experience... 1 Key Duties and Responsibilities General All GS Levels... 1 Competencies All GS Levels... 2 Career Development - ALL GS LEVELS... 3 The Importance of Mentoring... 3 Advancement... 4 TECHNICAL AREAS... 5 Information Systems Specialist GS Information Systems Specialist GS Information Systems Specialist GS Information Systems Specialist GS Information Systems Specialist GS Information Systems Specialist GS Information Systems Specialist GS Information Systems Specialist GS HRS Career Path Guide

4 HUMAN RESOURCES SPECIALIST GS-201 Career Path Guide The Human Resources (HR) Specialist is a government-wide Mission Critical Occupation meaning that it is core to carrying out the primary mission of HUD. Whether you aspire to be a senior leader or choose to deliver steady technical expertise as a Human Resources professional, your contributions to the mission are valued and essential. The purpose of this career path guide is to provide you with a realistic preview of typical experiences, responsibilities, and duties associated with this occupation as well as strategies for developing and advancing your professional development as you grow your career at HUD. This information is also available online at hru.gov. Your Career as a Human Resources Specialist SNAP SHOT As a Human Resources Specialist, you work in HUD s Office of Human Resources (OHR) to provide world-class HR consulting services to all HUD Headquarters and Field program and support offices, administrative offices, and employees. Depending on your technical area, you may be responsible for one or more of the following: policy development, personnel management evaluation, personnel program assessment, HR advisory services for the Department, personnel operations services, and departmental training support services, human capital management, and workforce planning. Your Expertise You guide and manage the day-to-day operations of the Office of Human Resources (OHR) and oversee the provision of various Human Resources services, policies, and/or programs. You make recommendations and decisions in accordance with Equal Employment Opportunity Commission (EEOC) laws, the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and other relevant laws and Government regulations and organizations. Previous Experience It is advantageous for the Human Resources Specialist to have experience in the following areas: customer service, law, personnel and human resources, and conflict resolution. Experience working with teams, writing reports, negotiating, reviewing laws and regulations, and using computers and computer systems is valuable. Key Duties and Responsibilities General All GS Levels Human Resources Specialists have a variety of duties and responsibilities, ranging from preparing and maintaining employment records to developing and evaluating human resource management policies. To distribute these tasks and work activities, the Human Resources Specialist Role is divided into 12 technical areas: Accountability, Classification, Compensation, Employee Benefits, Employee Relations, Executive Services, Human Resource Development, Information Systems, Labor Relations, Performance Management, Policy, and Staffing. Regardless of the technical area you are currently in, there continually are opportunities to learn about, gain experience in, and transfer to a different technical area. In fact, for some technical areas (e.g., Executive Services, Policy), it is expected that you have a breadth of experience across technical areas. However, note that changing technical areas is more common among Entry-Level (GS-5 to GS-9) and Full Performance (GS-11 to GS-12) positions than it is among Expert or Managerial positions (GS-13 to GS-15). 1 HRS Career Path Guide

5 Competencies All GS Levels The competencies below are relevant to all Human Resources Specialists across technical areas and GS Levels. Entry-Level positions are expected to be able to apply the competencies across situations of varying complexity, and to do so with occasional to extensive guidance from superiors. As you advance in your field, you are expected to apply the competencies in increasingly difficult situations, to require minimal to no guidance in doing so, and to serve as a key resource for others. Knowledge, skills, and abilities are also presented by specific GS Level and technical area. Competency Attention to Detail Client Engagement / Change Management Customer Service Decision Making Information Management Legal, Government, and Jurisprudence Organizational Awareness Technical Competence Workforce Planning Description Is thorough when performing work and conscientious about attending to detail. Knowledge of the impact of change on people, processes, procedures, leadership, and organizational culture; knowledge of change management principles, strategies, and techniques required for effectively planning, implementing, and evaluating change in the organization. Works with clients and customers (that is, any individuals who use or receive the services or products that your work unit produces, including the general public, individuals who work in the agency, other agencies, or organizations outside the Government) to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services. Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change. Identifies a need for and knows where or how to gather information; organizes and maintains information or information management systems. Knowledge of laws, legal codes, court procedures, precedents, legal practices and documents, Government regulations, executive orders, agency rules, Government organization and functions, and the democratic political process. Knows the organization's mission and functions, and how its social, political, and technological systems work and operates effectively within them; this includes the programs, policies, procedures, rules, and regulations of the organization. Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform one's job; works with, understands, and evaluates technical information related to the job; advises others on technical issues. Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals. HRS Career Path Guide 2

6 Career Development - ALL GS LEVELS You are encouraged to take control of your career by participating in targeted developmental activities, taking relevant training, and seeking diverse and demanding assignments that will allow you to develop your skills. Continually learning and investing in your education and training will help you better tackle obstacles on your job as well as increase the likelihood of your career advancement as a Human Resources Specialist. Participate in training and development areas that strengthen your skills in the following areas: Technical writing skills Critical thinking HUD policies and procedures Employment law Communication and negotiation Conflict resolution Microsoft Word, Excel, PowerPoint, and Access Study and continuously revisit the following resources: Trainings relevant to Human Resources services, policies, and/or programs HR University, the Federal Government s Human Resources Career Development Center ( The Society for Human Resource Management s (SHRM) website, to keep up-to-date on HR topics, strategy, issues, and research ( Armstrong s Handbook of Human Resource Management Practice (Armstrong & Taylor, 2014) Human Resource Management International Digest Human Resource Management Review The Importance of Mentoring Human Resources Specialists gain a significant amount of valuable learning on the job. They learn by experience working with client groups and they learn from peers in both formal and informal mentoring relationships. Mentoring is an effective way to gain skills and develop competencies outside of a formal training setting. Mentors provide mentees with developmental feedback, challenging assignments, as well as technical coaching. Mentees have an opportunity to test out new behaviors and tasks and practice skills such as oral communication and negotiation with high-level officials tasks that are often challenging and critical to performance in this field. Mentors also benefit from the mentoring relationship. Serving as a mentor strengthens work-related skills, increases confidence, improves communication skills, and improves leadership skills. In addition, mentors benefit from the satisfaction of knowing they are helping someone else achieve their career goals. Entry and Mid-Level HR Specialists should continually seek mentoring from senior specialists and experts should look for opportunities to mentor the next generation of talent in this area. 3 HRS Career Path Guide

7 Advancement Advancement within the Office of Human Resources (OHR) depends upon your current and desired GS-level. Most technical areas have career ladders through the GS-13 level, and promotion is based primarily on time-ingrade. Career ladder is the term used to describe a position that is filled at an entry level to allow an employee to develop, through training, to the full performance level. The promotion of an employee within a career ladder is made without competition. When a position has a range of grade levels, for example 5,7,9,11, with a maximum grade of 12, and the vacancy announcement stated that there was promotion potential to the 12, it is a career ladder position. Normally, after completing one year you are eligible for promotion to the next grade. The Human Resources Specialist occupation typically has career ladder positions to the GS-12 level. For GS-13 levels and above, advancement is competitive. However, Accountability and Policy function differently. For Accountability, there is a career ladder with a promotion potential to the 14 level. For Policy, advancement is based on knowledge and experience with Human Resources laws, regulations, principles, and practices in more than one technical area. If you wish to be promoted to higher levels, it is recommended that you focus on developing general leadership skills, cross-train among various technical areas, and hold a supervisory role at some point in your career. Alternatively, you may opt to transfer to the Management and Program Analysis Series (GS-0343) to serve as an analyst/advisor to management, or to the Program Management Series (GS-0340) to manage or direct one or more programs. The Presidential Management Fellows (PMF) Program is administered by the U.S. Office of Personnel Management (OPM). Fellows are hired at the civil service ranks of GS-9, GS-11, or GS-12 levels (or equivalents) with Excepted Service appointment status at the beginning of their two-year fellowship. Following satisfactory completion of each year of the fellowship, Fellows are eligible for promotion to the next GS level (or equivalent pay band, depending on agency) but cannot be promoted higher than GS-13 during the fellowship. After successful completion of the two-year fellowship, the agency may non-competitively appoint the Fellow to a fulltime, permanent position, granting the Fellow career or career-conditional status. HRS Career Path Guide 4

8 Information Systems Specialist GS-5 TECHNICAL AREA Information Systems Specialist As a GS-5 Human Resource Development Specialist, you serve as a trainee in the Office of Human Resources (OHR) and work with Senior Human Resources Specialists to develop, deliver, manage, and maintain HR information systems using human resources management knowledge. Your work may involve performing basic, routine data retrievals from HR systems; maintaining manuals, instructions, and operating procedures for an automated performance management system; updating the organization s automated HR forms based on a new data collection requirement; specifying requirements for automated reports to retrieve HR information requested by staff; testing system modifications using established protocol procedures; maintaining HR databases that support HR business processes using quality assurance principles and practices; performing basic IT services if necessary; managing vacancies using automated staffing tools; developing selection certificates (reports) using automated staffing tools; sending selection certificates (reports) to selecting officials via ; and entering or updating employee data using personnel management tools. Education & Qualifications You should have one year of specialized experience at a level of difficulty and responsibility equivalent to the GS-5 grade level in the Federal service; and/or you may have a bachelor s degree from an accredited college or university preferably with a focus in human resource management, public administration, law, psychology, or other subjects related to government and/or personnel management. Participation in HUD s Pathways Program (e.g., completion of The Internship Program or The Recent Graduates Program), or experience as an HR Assistant is often helpful in preparing for and obtaining an entry level position. For more information on the Pathways Program, visit HUD?src=/program_offices/administration/jobs/internship. Knowledge, Skills, and Abilities Knowledge of information systems. You are aware of HR management concepts, principles, and practices related to identifying and analyzing HR processes, translating functional requirements into technical requirements, and delivering and maintaining HR information systems. Ability to manage information. You are able to gather, organize, synthesize, and maintain information and/or information management systems. Skill in providing customer service. You work closely with individuals both within and outside of the agency to provide information and assistance, assess needs, and resolve problems. Ability to interact and relate well to most people. You interact with a range of individuals, including those within your agency as well as outside the organization. You are able to develop and maintain positive relationships with others, and when necessary deal effectively with difficult and/or hostile clients and customers. At GS-5, focus on the following Training Areas and Development Activities: Systems Analysis. The Systems Development Life Cycle. Network Administration. Learn about agency HR systems and applications. 5 HRS Career Path Guide

9 Learn about the agency where you work. Learn from others on the job (e.g., obtain on-the-job training, ask others for guidance). Seek out a mentor for technical and/or career guidance. At GS-5, try to gain Work Experiences in these areas: Review HR data and reports for accuracy and make necessary edits. Actively participate on a team. INFORMATION SYSTEMS SPECIALIST (GS-5) CAREER MAP HRS Career Path Guide 6

10 Information Systems Specialist GS-7 As a GS-7 Information Systems Specialist, you work with Senior Human Resources Specialists to develop, deliver, manage, and maintain HR information systems using human resources management knowledge. Your work may involve performing basic, routine data retrievals from HR systems; maintaining manuals, instructions, and operating procedures for an automated performance management system; updating the organization s automated HR forms based on a new data collection requirement; specifying requirements for automated reports to retrieve HR information requested by staff; testing system modifications using established protocol procedures; maintaining HR databases that support HR business processes using quality assurance principles and practices; and performing basic IT services if necessary. Education/Experience You should have one year of specialized experience at a level of difficulty and responsibility equivalent to the GS-5 grade level in the Federal service; and/or you may have a bachelor s degree from an accredited college or university preferably with a focus in human resource management, public administration, law, psychology, or other subjects related to government and/or personnel management. Participation in HUD s Pathways Program (e.g., completion of The Internship Program or The Recent Graduates Program), or experience as an HR Assistant is often helpful in preparing for and obtaining an entry level position. For more information on the Pathways Program, visit HUD?src=/program_offices/administration/jobs/internship. Knowledge, Skills, and Abilities Knowledge of information systems. You are aware of HR management concepts, principles, and practices related to identifying and analyzing HR processes, translating functional requirements into technical requirements, and delivering and maintaining HR information systems. Ability to manage information. You are able to gather, organize, synthesize, and maintain information and/or information management systems. Skill in attending to detail. You are thorough when performing work and conscientious about attending to detail. Ability to understand and interpret technical material. You are able to comprehend and interpret various forms of written material, including rules, regulations, reports, charts, and other documents and/or graphs relevant to your position. You are able to apply this information to specific situations. At GS-7, focus on the following Training Areas and Development Activities: Systems Analysis. The Systems Development Life Cycle. Network Administration. HRIS Systems and Tools. Database Management and Administration. Join an industry or professional association. Gain an understanding of basic position management and classification. Gain an understanding of job analysis. Gain a basic understanding of the agency budgeting process. 7 HRS Career Path Guide

11 Build an informal network of peers through which you can exchange ideas and discuss issues relevant to technical advances in your field. Seek out a mentor for technical and/or career guidance. At GS-7, try to gain Work Experiences in these areas: Update an HRIS manual or instructional guide. Review HR data and reports for accuracy and make necessary edits. Gain experience working with two types of systems: core systems and talent management systems. INFORMATION SYSTEMS SPECIALIST (GS-7) CAREER MAP HRS Career Path Guide 8

12 Information Systems Specialist GS-9 As a GS-9 Information Systems Specialist, you take a more active role in working with Senior Human Resources Specialists to develop, deliver, manage, and maintain HR information systems using human resources management knowledge. Your work may involve performing basic, routine data retrievals from HR systems; maintaining manuals, instructions, and operating procedures for an automated performance management system; updating the organization s automated HR forms based on a new data collection requirement; specifying requirements for automated reports to retrieve HR information requested by staff; testing system modifications using established protocol procedures; maintaining HR databases that support HR business processes using quality assurance principles and practices; and performing basic IT services if necessary. Education/Experience You should have one year of specialized experience at a level of difficulty and responsibility equivalent to the GS-7 grade level in the Federal service. Participation in HUD s Pathways Program (e.g., completion of The Internship Program or The Recent Graduates Program), or experience as an HR Assistant is often helpful in preparing for and obtaining an entry level position. For more information on the Pathways Program, visit HUD?src=/program_offices/administration/jobs/internship. Knowledge, Skills, and Abilities Knowledge of information systems. You have basic knowledge of HR management concepts, principles, and practices related to identifying and analyzing HR processes, translating functional requirements into technical requirements, and delivering and maintaining HR information systems. Ability to manage information. You are able to gather, organize, synthesize, and maintain information and/or information management systems. Ability to understand and interpret technical material. You are able to comprehend and interpret various forms of written material, including rules, regulations, reports, charts, and other documents and/or graphs relevant to your position. You are able to apply this information to specific situations. Skill in oral and written communication. You effectively express information and ideas to others in a clear, coherent, and convincing manner. You produce written information, which may include technical material that is appropriate for the intended audience. Ability to work effectively in a team. You are able to work with others to accomplish tasks and achieve goals. You are able to encourage and foster cooperation and commitment from other team members to build a sense of unity and team spirit. At GS-9, focus on the following Training Areas and Development Activities: Systems Analysis. The Systems Development Life Cycle. Network Administration. HRIS Systems and Tools. Database Management and Administration. Processing Personnel Actions. Recruitment and Staffing Policy and Regulations. Introduction to the Position Classification Standards ( 9 HRS Career Path Guide

13 Learn new technologies (e.g., through self-study, seminars). Study technical writing as it applies to your work role. Attend technical conferences, meetings, or seminars. Read technical publications to keep up-to-date on new development in your field (e.g., books, professional newsletters, trade journals). Study lessons learned from reviews of failed and successful projects. Cross-train into another area of expertise (e.g. temporary job rotations, job shadowing, or developmental assignments). Seek out a mentor for technical and/or career guidance. At GS-9, try to gain Work Experiences in these areas: Serve on an HRIS help desk. After creating and editing content, post web documents that contain vital HR documents. Conduct briefings. Volunteer to participate in a high-visibility project. Gain experience in project management. INFORMATION SYSTEMS SPECIALIST (GS-9) CAREER MAP HRS Career Path Guide 10

14 Information Systems Specialist GS-11 As a GS-11 Information Systems Specialist, you may serve in either a Specialist or Supervisory position. In either position, you are responsible for supporting, adapting, and managing HR systems. Your work may involve troubleshooting and resolving straightforward HR system issues; recommending to management changes necessary to modify HR transaction processing; identifying system requirements for retrieving data from an automated HR system; providing technical support for a geographically-dispersed HC function with customized applications available over a network; identifying areas where automation can eliminate labor-intensive manual HR systems; translating HR information into terms understandable by computer experts; and participating in the full System Development Life Cycle (SDLC) and having knowledge of the full SDLC. If you are an Information Systems Supervisor, you have additional personnel and staff-related duties. These duties may include planning and scheduling ongoing work; recommending adjustments to staffing levels or work procedures to accommodate resource decisions made at higher levels; overseeing the development of technical data, estimates, statistics, suggestions, and other information useful to higher-level managers in determining goals and objectives; conducting a wide range of activities related to staff work, such as assigning work and tracking progress; evaluating subordinates work performance and counseling subordinates on both work and administrative matters; identifying developmental and training needs of employees; resolving complaints and effecting minor disciplinary measures when necessary; and preparing reports for senior management/supervisors. Education/Experience You should have one year of specialized experience at a level of difficulty and responsibility equivalent to the GS-9 grade level in the Federal service. You should have experience maintaining, updating, and obtaining data from HR systems. Knowledge, Skills, and Abilities Knowledge of information systems. You have intermediate knowledge of HR management concepts, principles, and practices related to identifying and analyzing HR processes, translating functional requirements into technical requirements, and delivering and maintaining HR information systems. Skill in providing strong customer service. You work closely with individuals both within and outside of the agency to provide information and assistance, assess needs, and resolve problems. Ability to manage information. You are able to gather, organize, synthesize, and maintain information and/or information management systems. If you are an Information Systems Supervisor, the following Knowledge, Skills, and Abilities are also relevant: Skill in technology management. You keep up-to-date on technological developments, and make effective use of technology to achieve results. Skill in conflict management. You anticipate and take steps to prevent counterproductive confrontations. You manage and resolve conflicts and disagreements in a constructive manner. Ability to develop others. You are able to develop the ability of others to perform and contribute to the organization by providing feedback and opportunities to learn through formal and informal methods. At GS-11, focus on the following Training Areas and Development Activities: HRIS Systems and Tools. Database Management and Administration. Project Management. Attend university and industry association educational events. 11 HRS Career Path Guide

15 Participate in online training, attend briefings, or obtain on-the-job training to understand the policies and politics relevant to your work. Cross-train into another area of expertise (e.g. temporary job rotations, job shadowing, or developmental assignments). Seek out a mentor for technical and/or career guidance. Discuss ideas to resolve project issues with senior staff members or a mentor. At GS-11, try to gain Work Experiences in these areas: Work on teams to enhance or implement agency systems. Analyze HR surveys and/or workforce planning data. Engage in business formal process management and design process maps for incorporation into an HRIS system. Participate in all stages of, or manage, a project. Collaborate and coordinate with another group to perform project work (e.g., outside group). Participate on a workforce planning team. If you are an Information Systems Supervisor, try to gain Work Experiences in these areas as well: Seek periodic feedback from others on your management and leadership skills. Find a mentor to learn about leadership styles, challenges, and experiences. Look for ways to praise and highlight others achievements. Contribute to processes that create and support a diverse environment (e.g., hiring and training). INFORMATION SYSTEMS SPECIALIST (GS-11) CAREER MAP HRS Career Path Guide 12

16 Information Systems Specialist GS-12 As a GS-12 Information Systems Specialist, you may serve in either a Specialist or Supervisory position. In either position, you are responsible for supporting, adapting, and managing HR systems. Your work may involve troubleshooting and resolving straightforward HR system issues; recommending to management changes necessary to modify HR transaction processing; identifying system requirements for retrieving data from an automated HR system; providing technical support for a geographically-dispersed HC function with customized applications available over a network; identifying areas where automation can eliminate labor-intensive manual HR systems; translating HR information into terms understandable by computer experts; participating in the full System Development Life Cycle (SDLC) and having knowledge of the full SDLC; and performing Contracting Officer Technical Representative (COTR) responsibilities for HRIS (e.g. writing Statement of Work (SOW), managing performance, and managing deliverables). If you are an Information Systems Supervisor, you have additional personnel and staff-related duties. These duties may include planning and scheduling ongoing work; recommending adjustments to staffing levels or work procedures to accommodate resource decisions made at higher levels; overseeing the development of technical data, estimates, statistics, suggestions, and other information useful to higher-level managers in determining goals and objectives; conducting a wide range of activities related to staff work, such as assigning work and tracking progress; providing advice and reviewing work for compliance with policies, completeness, technical adequacy, and depth of research; evaluating subordinates work performance and counseling subordinates on both work and administrative matters; identifying developmental and training needs of employees; resolving complaints and effecting minor disciplinary measures when necessary; and preparing reports for senior management/supervisors. Education/Experience You should have one year of specialized experience at a level of difficulty and responsibility equivalent to the GS-11 grade level in the Federal service. You should have extensive experience with HR processes and information systems. Knowledge, Skills, and Abilities Knowledge of information systems. You have advanced knowledge of HR management concepts, principles, and practices related to identifying and analyzing HR processes, translating functional requirements into technical requirements, and delivering and maintaining HR information systems. Skill in providing strong customer service. You work closely with individuals both within and outside of the agency to provide information and assistance, assess needs, and resolve problems. Ability to manage information. You are able to gather, organize, synthesize, and maintain information and/or information management systems. Ability to evaluate technical information. You are able to understand, evaluate, and utilize technical information to inform Information Systems decisions and policies, and to advise others on technical issues. If you are an Information Systems Supervisor, the following Knowledge, Skills, and Abilities are also relevant: Knowledge of workforce planning. You have intermediate knowledge of HR concepts, principles, and practices related to determining workload projects and current and future competency gaps to align human capital with organizational goals. Skill in conflict management. You anticipate and take steps to prevent counterproductive confrontations. You manage and resolve conflicts and disagreements in a constructive manner. 13 HRS Career Path Guide

17 Ability to develop others. You are able to develop the ability of others to perform and contribute to the organization by providing feedback and opportunities to learn through formal and informal methods. At GS-12, focus on the following Training Areas and Development Activities: Database Management and Administration. Project Management. Improving Employee Performance and Productivity. Conducting Employee Performance Appraisals in Accordance with Agency Systems. Identifying and Assisting Employees with Unacceptable Performance. Training Individuals Making Career Transitions (e.g., non-supervisory to manager, or manager to executive). Introduction to Supervision (e.g. basic overview of HR functions, disciplinary actions). Develop a broad professional network through joint projects, participation in workshops, membership in professional and trade associations, and internal and external customer relationships. Demonstrate your work at a technical conference, meeting, or seminar. Provide informal mentoring to others in your technical area. Maintain awareness of trends and state-of-the-art in your field. Develop a negotiating strategy for renegotiation of a contract. Cross-train into another area of expertise (e.g. temporary job rotations, job shadowing, or developmental assignments). Seek out a mentor for technical and/or career guidance. At GS-12, try to gain Work Experiences in these areas: Write an HRIS manual, instructional guide, training materials, or a data dictionary. Serve as an instructor and teach HRIS courses. Manage a help desk. Lead a team effort by acting as a project lead, program lead, or team lead. Participate in projects that are highly visible, sensitive, or political. Act as a subject matter expert (SME) in a panel. Consult with customers to define and/or solve customer problems. Meet with your manager to present and discuss your analysis of options, tradeoffs, and recommendations for action relating to a problem or issue in a project/program. If you are an Information Systems Supervisor, try to gain Work Experiences in these areas as well: Seek periodic feedback from others on your management and leadership skills. Find a mentor to learn about leadership styles, challenges, and experiences. Identify and communicate your priorities to your employees. Offer to serve as a sounding board for others if they run into technical difficulties, and ask them to do the same for you. HRS Career Path Guide 14

18 Develop and execute a budget for a project or assignment. Learn strategies on how to handle conflict in the organization. INFORMATION SYSTEMS SPECIALIST (GS-12) CAREER MAP 15 HRS Career Path Guide

19 Information Systems Specialist GS-13 As a GS-13 Information Systems Specialist, you may serve in either a Supervisory or Expert position. In either position, you are responsible for identifying necessary business requirements for current and future HR systems and making recommendations regarding necessary improvements; creating strategic plans for HR-technology integration and working with other senior leadership to determine budgets and capital investments; managing HRIS projects; developing expertise in managing HRIS programs, including system integration; providing advice and guidance to management officials on complex issues related to automation of HR functions; explaining to management the limitations and capabilities of the information technology infrastructure and how it can support a particular system modification; acting as a liaison between HR staff and IT service providers; and performing Contracting Officer Technical Representative (COTR) responsibilities for HRIS (e.g. writing Statement of Work (SOW), managing performance, and managing deliverables). If you are an Information Systems Supervisor, you have additional personnel and staff-related duties. These duties may include overseeing annual, multiyear, or similar types of long-range work plans or schedules for inservice or contracted work; ensuring that the goals or objectives for area of responsibility (e.g., division, program area, function, etc.) are met and determining goals and objectives that require additional emphasis; providing assistance on controversial or unusual situations lacking clear precedents, and, on complex issues, reviewing completed work for conformity with policy, effectiveness, technical soundness, and adherence to deadlines; determining the best approach for solving budget shortages or other issues; exercising significant responsibility in dealing with officials of other units or organizations; assuring equity among units, groups, and teams of performance standards and rating techniques developed by subordinates; making decisions on work problems presented by subordinate supervisor; developing comprehensive project plans, monitoring progress against goals, assigning clear responsibilities, and breaking work into manageable portions; providing clear directions and setting clear priorities; and fostering a common vision. Education/Experience You should have one year of specialized experience at a level of difficulty and responsibility equivalent to the GS-12 grade level in the Federal service. You should have extensive experience with HR processes and information systems. Knowledge, Skills, and Abilities Knowledge of information systems. You have advanced knowledge of HR management concepts, principles, and practices related to identifying and analyzing HR processes, translating functional requirements into technical requirements, and delivering and maintaining HR information systems. Knowledge of HUD s mission, functions, and systems. You have advanced knowledge of HUD s social, political, and technological systems. You know HUD s mission and functions, including its programs, policies, procedures, rules, and regulations. Skill in identifying and solving problems. You have advanced problem solving skills. You are skilled in identifying problems, determining and evaluating possible solutions, and making recommendations. Skill in providing strong customer service. You work closely with individuals both within and outside of the agency to provide information and assistance, assess needs, and resolve problems. Ability to evaluate technical information. You are able to understand, evaluate, and utilize technical information to inform classification decisions and policies, and to advise others on technical issues. HRS Career Path Guide 16

20 If you are an Information Systems Supervisor, the following Knowledge, Skills, and Abilities are also relevant: Knowledge of workforce planning. You have intermediate knowledge of HR concepts, principles, and practices related to determining workload projects and current and future competency gaps to align human capital with organizational goals. Skill in budget planning and management. You are proficient in developing and updating budget plans, effectively distributing and managing the organization s financial resources. Skill in conflict management. You anticipate and take steps to prevent counterproductive confrontations. You manage and resolve conflicts and disagreements in a constructive manner. Ability to develop others. You are able to develop the ability of others to perform and contribute to the organization by providing feedback and opportunities to learn through formal and informal methods. At GS-13, focus on the following Training Areas and Development Activities: Project Management. Introduction to Supervision (e.g. basic overview of HR functions, disciplinary actions). Improving Employee Performance and Productivity. Conducting Employee Performance Appraisals in Accordance with Agency Systems. Identifying and Assisting Employees with Unacceptable Performance. Training Individuals Making Career Transitions (e.g., non-supervisory to manager, or manager to executive). Study your agency s information technology infrastructure. Maintain awareness of trends and state-of-the-art in your field. Expand your professional network (including contacts with people in industry, academia, and other relevant organizations) through joint projects, participation in workshops, memberships in professional and trade associations, and internal and external customer relationships. Share knowledge of lessons learned with your team and management. Develop relationships with customers to understand the customer base. Cross-train into another area of expertise (e.g. temporary job rotations, job shadowing, or developmental assignments). Seek out a mentor for technical and/or career guidance. Mentor others informally or formally, providing technical and career guidance. At GS-13, try to gain Work Experiences in these areas: Participate on a workforce planning team. Evaluate proposals with the guidance of senior staff members. Manage a business process development activity. If you are an Information Systems Supervisor, try to gain Work Experiences in these areas as well: Seek periodic feedback from others on your management and leadership skills. Find a mentor to learn about leadership styles, challenges, and experiences. 17 HRS Career Path Guide

21 Identify people who hold similar positions to yours. Choose one or two who share common job concerns or problems, and meet with them informally to ask for ideas on resolving problems and expediting work flow. Contribute to processes that create and support a diverse environment (e.g. hiring and training). INFORMATION SYSTEMS SPECIALIST (GS-13) CAREER MAP HRS Career Path Guide 18

22 Information Systems Specialist GS-14 As a GS-14 Information Systems Specialist, you may serve in either a Supervisory or Expert position. In either position, you are responsible for identifying necessary business requirements for current and future HR systems and making recommendations regarding necessary improvements; creating strategic plans for HR-technology integration and working with other senior leadership to determine budgets and capital investments; managing HRIS projects; developing expertise in managing HRIS programs, including system integration; providing advice and guidance to management officials on complex issues related to automation of HR functions; explaining to management the limitations and capabilities of the information technology infrastructure and how it can support a particular system modification; acting as a liaison between HR staff and IT service providers; and performing Contracting Officer Technical Representative (COTR) responsibilities for HRIS (e.g. writing Statement of Work (SOW), managing performance, and managing deliverables). If you are an Information Systems Supervisor, you have additional personnel and staff-related duties. These duties may include overseeing annual, multiyear, or similar types of long-range work plans or schedules for inservice or contracted work; ensuring that the goals or objectives for area of responsibility (e.g., division, program area, function, etc.) are met and determining goals and objectives that require additional emphasis; providing assistance on controversial or unusual situations lacking clear precedents, and, on complex issues, reviewing completed work for conformity with policy, effectiveness, technical soundness, and adherence to deadlines; determining the best approach for solving budget shortages or other issues; exercising significant responsibility in dealing with officials of other units or organizations; assuring equity among units, groups, and teams of performance standards and rating techniques developed by subordinates; making decisions on work problems presented by subordinate supervisor; developing comprehensive project plans, monitoring progress against goals, assigning clear responsibilities, and breaking work into manageable portions; providing clear directions and setting clear priorities; and fostering a common vision. Education/Experience You should have one year of specialized experience at a level of difficulty and responsibility equivalent to the GS-13 grade level in the Federal service. You should have extensive experience with HR processes and information systems. Knowledge, Skills, and Abilities Knowledge of classification concepts and pay systems. You have advanced knowledge of classification concepts, principles, and practices related to structuring organizations and positions and determining the appropriate pay system, occupational grouping, title, and pay level of positions. Knowledge of legal, government, and jurisprudence matters. You have advanced knowledge of laws, legal codes, and legal practices, as well as Government regulations and Government organization and functions. Knowledge of HUD s mission, functions, and systems. You have advanced knowledge of HUD s social, political, and technological systems. You know HUD s mission and functions, including its programs, policies, procedures, rules, and regulations. Knowledge of project management. You have advanced knowledge of the processes involved in, and resources required for, managing projects relevant to the classification technical area. Skill in identifying and solving problems. You have advanced problem solving skills. You are skilled in identifying problems, determining and evaluating possible solutions, and making recommendations. Skill in providing strong customer service. You work closely with individuals both within and outside of the agency to provide information and assistance, assess needs, and resolve problems. 19 HRS Career Path Guide

23 Ability to evaluate technical information. You are able to understand, evaluate, and utilize technical information to inform classification decisions and policies, and to advise others on technical issues. If you are an Information Systems Supervisor, the following Knowledge, Skills, and Abilities are also relevant: Knowledge of workforce planning. You have intermediate knowledge of HR concepts, principles, and practices related to determining workload projects and current and future competency gaps to align human capital with organizational goals. Skill in budget planning and management. You are proficient in developing and updating budget plans, effectively distributing and managing the organization s financial resources. Skill in conflict management. You anticipate and take steps to prevent counterproductive confrontations. You manage and resolve conflicts and disagreements in a constructive manner. Ability to develop others. You are able to develop the ability of others to perform and contribute to the organization by providing feedback and opportunities to learn through formal and informal methods. At GS-14, focus on the following Training Areas and Development Activities: Improving Employee Performance and Productivity. Conducting Employee Performance Appraisals in Accordance with Agency Systems. Identifying and Assisting Employees with Unacceptable Performance. Training Individuals Making Career Transitions (e.g., non-supervisory to manager, or manager to executive). Mentor others informally or formally, providing technical and career guidance. Interview someone who is faced with pressure to make decisions constantly. Ask him or her to describe the criteria he/she uses to evaluate the quality of potential decisions, the methods/techniques he/she uses to make decisions, and the lessons he/she has learned about thinking through decisions. The next time you face a major policy or procedure change, find a way to access a broad range of ideas. Pose difficult challenges and ask for others thoughts or related experience. Present invited talks or papers at technical conferences. At GS-14, try to gain Work Experiences in these areas: Lead teams or serve as a project manager on an agency systems development project. Serve as a contracting representative and/or a project manager for an HR IT system. Lead a team working on multiple projects. Acquire resources or support from outside organization for a project. If you are an Information Systems Supervisor, try to gain Work Experiences in these areas as well: Find an opportunity to clearly communicate your vision and the values of your organization or work group, along with the message that you expect people to excel. Gain commitment from necessary players and maintain their support throughout a change process. Pay attention to advances or changes in technology. Look for ways that new or different technology could improve your work processes or the quality and/or efficiency of your work. HRS Career Path Guide 20

24 INFORMATION SYSTEMS SPECIALIST (GS-14) CAREER MAP 21 HRS Career Path Guide

25 Information Systems Specialist GS-15 As a GS-15 Information Systems Specialist, you may serve in either a Supervisory or Expert position. In either position, you are responsible for identifying necessary business requirements for current and future HR systems and making recommendations regarding necessary improvements; creating strategic plans for HR-technology integration and working with other senior leadership to determine budgets and capital investments; managing HRIS projects; developing expertise in managing HRIS programs, including system integration; providing advice and guidance to management officials on complex issues related to automation of HR functions; explaining to management the limitations and capabilities of the information technology infrastructure and how it can support a particular system modification; acting as a liaison between HR staff and IT service providers; and performing Contracting Officer Technical Representative (COTR) responsibilities for HRIS (e.g. writing Statement of Work (SOW), managing performance, and managing deliverables). If you are an Information Systems Supervisor, you have additional personnel and staff-related duties. These duties may include overseeing annual, multiyear, or similar types of long-range work plans or schedules for inservice or contracted work; ensuring that the goals or objectives for area of responsibility (e.g., division, program area, function, etc.) are met and determining goals and objectives that require additional emphasis; determining the best approach for solving budget shortages or other issues; exercising significant responsibility in dealing with officials of other units or organizations; assuring equity among units, groups, and teams of performance standards and rating techniques developed by subordinates; making decisions on work problems presented by subordinate supervisor; developing comprehensive project plans, monitoring progress against goals, assigning clear responsibilities, and breaking work into manageable portions; providing clear directions and setting clear priorities; and fostering a common vision. Education/Experience You should have one year of specialized experience at a level of difficulty and responsibility equivalent to the GS-14 grade level in the Federal service. You should have extensive experience with HR processes and information systems. Knowledge, Skills, and Abilities Knowledge of HUD s mission, functions, and systems. You have advanced knowledge of HUD s social, political, and technological systems. You know HUD s mission and functions, including its programs, policies, procedures, rules, and regulations. Knowledge of project management. You have advanced knowledge of the processes involved in, and resources required for, managing projects relevant to the classification technical area. Skill in oral and written communication. You are an expert at expressing information and ideas to others in a clear, coherent, and convincing manner. You also communicate information intelligibly and succinctly within technical material and/or other written documents. Skill in identifying and solving problems. You have advanced problem solving skills. You are skilled in identifying problems, determining and evaluating possible solutions, and making recommendations. Skill in identifying and maintaining good relationships with key stakeholders. You are aware of and consider the needs of key internal and external stakeholders, and maintain strong relationships with them by integrating their interests when developing business plans. Ability to evaluate technical information. You are proficient at understanding, evaluating, and utilizing technical information to inform classification decisions and policies, and at advising others on technical issues. HRS Career Path Guide 22

26 If you are an Information Systems Supervisor, the following Knowledge, Skills, and Abilities are also relevant: Knowledge of workforce planning. You have intermediate knowledge of HR concepts, principles, and practices related to determining workload projects and current and future competency gaps to align human capital with organizational goals. Skill in conflict management. You anticipate and take steps to prevent counterproductive confrontations. You manage and resolve conflicts and disagreements in a constructive manner. Ability to develop others. You are able to develop the ability of others to perform and contribute to the organization by providing feedback and opportunities to learn through formal and informal methods. At GS-15, focus on the following Training Areas and Development Activities: Improving Employee Performance and Productivity. Conducting Employee Performance Appraisals in Accordance with Agency Systems. Identifying and Assisting Employees with Unacceptable Performance. Training Individuals Making Career Transitions (e.g., non-supervisory to manager, or manager to executive). Present invited talks or papers at technical conferences. Develop a strategy to ensure that different HRIS systems efficiently share data. Mentor others informally or formally, providing technical and career guidance. At GS-15, try to gain Work Experiences in these areas: Act as a subject matter expert (SME). Serve as an advisor to teams working on high visibility projects. If you are an Information Systems Supervisor, try to gain Work Experiences in these areas as well: Find an opportunity to clearly communicate your vision and the values of your organization or work group, along with the message that you expect people to excel. Establish contact with other federal agencies for benchmarking opportunities, lessons learned, and innovative approaches for accomplishing objectives. 23 HRS Career Path Guide

27 INFORMATION SYSTEMS SPECIALIST (GS-15) CAREER MAP HRS Career Path Guide 24