Human Resources Specialist GS-201. Career Path Guide Employee Benefits

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1 Human Resources Specialist GS-201 Career Path Guide Employee Benefits Updated August 2014

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3 TABLE OF CONTENTS HUMAN RESOURCES SPECIALIST GS Career Path Guide... 1 Your Career as a 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 AREA... 5 Employee Benefits Specialist GS Employee Benefits Specialist GS Employee Benefits Specialist GS Employee Benefits Specialist GS Employee Benefits Specialist GS Employee Benefits Specialist GS Employee Benefits 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-11, GS-12, or GS-13 levels 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 full-time, permanent position, granting the Fellow career or career-conditional status. HRS Career Path Guide 4

8 Employee Benefits Specialist GS-5 TECHNICAL AREA Employee Benefits Specialist As a GS-5 Employee Benefits Specialist, you serve as a trainee in the Office of Human Resources (OHR) and assist higher-graded specialists in delivering benefits-related services to HUD employees. Your work is designed to provide training within your technical area, and may involve directing employees to appropriate sources of information about benefits and/or work-life programs; resolving simple problems in the administration of a benefits program; assisting new employees with completing various benefits forms; reviewing worker s compensation claims to determine if additional documentation is required. 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 employee benefits concepts and services. You are aware of HR concepts, principles, and practices related to retirement, insurance, injury compensation, and other employee benefits programs. Skill in attending to detail. You are thorough when performing work and conscientious about attending to detail. 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 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: Federal benefits programs (e.g., CSRS/FERS retirement, Thrift Savings Plan, health, life, vision, dental, and long-term care insurance, Flexible Spending Account Program). Injury compensation. Federal work-life balance programs. Contracting Officer Technical Representative (COTR). HUD policies and procedures. Seek out a mentor for technical and/or career guidance. 5 HRS Career Path Guide

9 At GS-5, try to gain Work Experiences in these areas: Actively participate on a team. Learn about federal benefits (e.g., health, life, and retirement) and the eligibility requirements for each. Learn new technologies (e.g., through self-study, seminars). Learn from others on the job (e.g., obtain on-the-job training, ask others for guidance). EMPLOYEE BENEFITS SPECIALIST (GS-5) CAREER MAP HRS Career Path Guide 6

10 Employee Benefits Specialist GS-7 As a GS-7 Employee Benefits Specialist, you assist higher-graded specialists in projects of limited difficulty in order to become familiar with laws, policies, and regulations related to the Employee Benefits technical area. Your work is designed to provide training within your technical area, and may involve reviewing and processing Thrift Savings Plan (TSP) election and catch-up election forms; assisting specialists in reviewing and processing HUD employee changes to the Federal Employee Health Benefits (FEHB) Program; notifying family members of eligibility and processing Temporary Continuation of Coverage (TCC); coordinating, ordering, and sending FEHB Flexible Spending Account materials to requesting HQ and Field Office managers; reviewing and processing HUD employee changes to the Federal Employee Government Life Insurance (FEGLI) benefits program; processing cancellations of waivers of life insurance; and preparing and providing a benefits package to separating HUD employees. 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 employee benefits concepts and services. You are aware of HR concepts, principles, and practices related to retirement, insurance, injury compensation, and other employee benefits programs. Skill in attending to detail. You are thorough when performing work and conscientious about attending to detail. Skill in communication. You have communication skills sufficient to explain and gather information. 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 carry out basic studies and analyses. You are able to conduct basic studies and analyses sufficient to perform developmental assignments. Ability to interact and relate well to 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-7, focus on the following Training Areas and Development Activities: Federal benefits programs (e.g., CSRS/FERS retirement, Thrift Savings Plan, health, life, vision, dental, and long-term care insurance, Flexible Spending Account Program). Injury compensation. Federal work-life balance programs. Contracting Officer Technical Representative (COTR). 7 HRS Career Path Guide

11 HUD policies and procedures. Seek out a mentor for technical and/or career guidance. At GS-7, try to gain Work Experiences in these areas: Actively participate on a team. Learn about federal benefits (e.g., health, life, and retirement) and the eligibility requirements for each. Learn new technologies (e.g., through self-study, seminars). Learn from others on the job (e.g., obtain on-the-job training, ask others for guidance). EMPLOYEE BENEFITS SPECIALIST (GS-7) CAREER MAP HRS Career Path Guide 8

12 Employee Benefits Specialist GS-9 As a GS-9 Employee Benefits Specialist, you work with higher-graded specialists to deliver benefits-related services to HUD employees. Your work may involve reviewing and processing Thrift Savings Plan (TSP) election and catch-up election forms; assisting specialists in reviewing and processing HUD employee changes to the Federal Employee Health Benefits (FEHB) Program; notifying family members of eligibility and processing Temporary Continuation of Coverage (TCC); coordinating, ordering, and sending FEHB Flexible Spending Account materials to requesting HQ and Field Office managers; reviewing and processing HUD employee changes to the Federal Employee Government Life Insurance (FEGLI) benefits program; processing cancellations of waivers of life insurance; and preparing and providing a benefits package to separating HUD employees. 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 employee benefits concepts and services. You have basic knowledge of HR concepts, principles, and practices related to retirement, insurance, injury compensation, and other employee benefits programs. Skill in oral and written communication. You effectively express 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. 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. Ability to understand and interpret technical material. You are able to comprehend and interpret various forms of written material relevant to the Employee Benefits Specialist role, including rules, regulations, reports, charts, and other documents and/or graphs relevant to the position. At GS-9, focus on the following Training Areas and Development Activities: Federal benefits programs (e.g., CSRS/FERS retirement, Thrift Savings Plan, health, life, vision, dental, and long-term care insurance, Flexible Spending Account Program). Injury compensation. Federal work-life balance programs. HUD policies and procedures. Contracting Officer Technical Representative (COTR). Seek out a mentor for technical and/or career guidance. Cross-train into another area of expertise (e.g., temporary job rotations, job shadowing, or developmental assignments). 9 HRS Career Path Guide

13 At GS-9, try to gain Work Experiences in these areas: Actively participate on a team. Learn about federal benefits (e.g., health, life, and retirement) and the eligibility requirements for each. Learn new technologies (e.g., through self-study, seminars). Study technical writing as it applies to your work role. Read technical publications to keep up-to-date on new development in your field (e.g., books, professional newsletters, trade journals). Build an informal network of peers through which you can exchange ideas and discuss issues relevant to technical advances in your field. Familiarize yourself with the resources for answering employee benefits questions (e.g., FEHB and FEGLI handbooks, Benefits Administration Letters, CSRS and FERS Handbook, FSAFEDS and FLTCIP websites). EMPLOYEE BENEFITS SPECIALIST (GS-9) CAREER MAP HRS Career Path Guide 10

14 Employee Benefits Specialist GS-11 As a GS-11 Employee Benefits Specialist, you may serve in either an Expert or Supervisory position. In either position, you are responsible for coordinating and preparing informational materials about various benefits programs, initiatives, and activities. Your work may involve preparing informational materials for employees on benefits programs and/or work-life balance initiatives; counseling employees, managers, and beneficiaries on a variety of standard and non-standard benefits and options; determining if additional documentation is required to establish entitlement for a disability annuity before sending to OPM; preparing sensitive correspondence on complex, delicate, or highly contested case matters and retirement coverage determinations; and coordinating work-life program activities. If you are an Employee Benefits 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 subordinate 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 with benefits and work-life programs, retirement and insurance regulations, and other policies and/or services related to standard benefits. Knowledge, Skills, and Abilities Knowledge of employee benefits concepts and services. You have intermediate knowledge of HR concepts, principles, and practices related to retirement, insurance, injury compensation, and other employee benefits programs. Knowledge of standard and non-standard benefits and options. You are aware of and can counsel others on a variety of benefits and options, including long-term care insurance benefits, retirement options, eligibility requirements, health and life insurance, and Thrift Savings Plan issues. 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. Skill in oral and written communication. You effectively express 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, such as informational materials on benefits programs. Ability to manage information. You are able to gather, organize, synthesize, and maintain information and/or information management systems. If you are an Employee Benefits Supervisor, the following Knowledge, Skills, and Abilities are also relevant: Knowledge of workforce planning. You have basic 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. 11 HRS Career Path Guide

15 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: Federal benefits programs (e.g., CSRS/FERS retirement, Thrift Savings Plan, health, life, vision, dental, and long-term care insurance, Flexible Spending Account Program). Injury compensation. Federal work-life balance programs. HUD policies and procedures. Federal Erroneous Retirement Coverage Correction Act (FERCCA). Seek out a mentor for technical and/or career guidance. Cross-train into another area of expertise (e.g., temporary job rotations, job shadowing, or developmental assignments). Participate in online training, attend briefings, or obtain on-the-job training to understand the policies and politics relevant to your work. At GS-11, try to gain Work Experiences in these areas: Participate in all stages of a project. Consult with customers to define and/or solve customer problems. Maintain awareness of trends and state-of-the-art in your field. Discuss ideas to resolve project issues with senior staff members or a mentor. Participate on a workforce planning team. Contribute to the process of contracting work-life balance programs. Assist other specialists in planning and conducting the Open Season. Assist other specialists with reviewing and submitting retirement applications. If you are an Employee Benefits 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. Learn strategies on how to handle conflict in the organization. Contribute to processes that create and support a diverse environment (e.g., hiring and training). HRS Career Path Guide 12

16 EMPLOYEE BENEFITS SPECIALIST (GS-11) CAREER MAP 13 HRS Career Path Guide

17 Employee Benefits Specialist GS-12 As a GS-12 Employee Benefits Specialist, you may serve in either an Expert or Supervisory position. In either position, you are responsible for coordinating and preparing informational materials about various benefits programs, initiatives, and activities. Your work may involve preparing informational materials for employees on benefits programs and/or work-life balance initiatives; counseling employees, managers, and beneficiaries on a variety of standard and non-standard benefits and options; determining if additional documentation is required to establish entitlement for a disability annuity before sending to OPM; preparing sensitive correspondence on complex, delicate, or highly contested case matters and retirement coverage determinations; and coordinating work-life program activities. If you are an Employee Benefits 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 subordinate 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 experience with benefits and work-life programs, retirement and insurance regulations, and other policies and/or services related to standard benefits. Knowledge, Skills, and Abilities Knowledge of employee benefits concepts and services. You have intermediate knowledge of HR concepts, principles, and practices related to retirement, insurance, injury compensation, and other employee benefits programs. Knowledge of standard and non-standard benefits and options. You are aware of and can counsel others on a variety of benefits and options, including long-term care insurance benefits, retirement options, eligibility requirements, health and life insurance, and Thrift Savings Plan issues. 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. Skill in oral and written communication. You effectively express 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, such as informational materials on benefits programs. Ability to evaluate technical information. You are able to understand, evaluate, and utilize technical information to inform benefits decisions, programs and policies, and to advise others on technical issues. If you are an Employee Benefits 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. HRS Career Path Guide 14

18 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-12, focus on the following Training Areas and Development Activities: Federal benefits programs (e.g., CSRS/FERS retirement, Thrift Savings Plan, health, life, vision, dental, and long-term care insurance, Flexible Spending Account Program). Injury compensation. Federal work-life balance programs. HUD policies and procedures. Federal Erroneous Retirement Coverage Correction Act (FERCCA). Seek out a mentor for technical and/or career guidance. Cross-train into another area of expertise (e.g. temporary job rotations, job shadowing, or developmental assignments). Participate in online training, attend briefings, or obtain on-the-job training to understand the policies and politics relevant to your work. At GS-12, try to gain Work Experiences in these areas: Participate in all stages of a project. Consult with customers to define and/or solve customer problems. Maintain awareness of trends and state-of-the-art in your field. Discuss ideas to resolve project issues with senior staff members or a mentor. Participate on a workforce planning team. Contribute to the process of contracting work-life balance programs. Assist other specialists in planning and conducting the Open Season. Assist other specialists with reviewing and submitting retirement applications. Assist other specialists in resolving complex technical issues (e.g., corrections under FERCCA) If you are an Employee Benefits Supervisor, try to gain Work Experiences in these areas as well: Seek periodic feedback from others on your management and leadership skills. 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. Learn strategies on how to handle conflict in the organization. Contribute to processes that create and support a diverse environment (e.g., hiring and training). Develop and execute a budget for a project or assignment. 15 HRS Career Path Guide

19 EMPLOYEE BENEFITS SPECIALIST (GS-12) CAREER MAP HRS Career Path Guide 16

20 Employee Benefits Specialist GS-13 As a GS-13 Employee Benefits Specialist, you may serve in either an Expert or Supervisory position. In either position, you are responsible for organizing and overseeing benefits programs, resolving benefits issues, and managing other personnel issues related to retirement, injury compensation, and work schedule options. Your work may involve serving as a resource to others to resolve complex benefits issues; making retirement coverage determinations involving special retirement matters; developing and disseminating policy and guidance regarding HUD s flexible work schedule options; investigating suspected injury compensation claim fraud or abuse and recommending corrective action; leading efforts in resolving broad programmatic issues that significantly impact Government-wide retirement program administration; and developing and/or reviewing the impact of legislative or regulatory proposals involving broad aspects of Federal employee retirement or insurance benefits programs. If you are an Employee Benefits 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 an 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; and making decisions on work problems presented by subordinate supervisors. 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 benefits and work-life programs, retirement and insurance regulations, and other policies and/or services related to standard benefits. Knowledge, Skills, and Abilities Knowledge of employee benefits concepts and services. You have advanced knowledge of HR concepts, principles, and practices related to retirement, insurance, injury compensation, and other employee benefits programs. 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. Skill in decision making. You have advanced decision making skills, perceive the impact and implications of decisions, and commit to action, even in uncertain situations, to accomplish organizational goals and cause change. 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 benefits decisions, programs and policies, and to advise others on technical issues. 17 HRS Career Path Guide

21 Ability to develop and implement policies and programs. You are able to develop policies and programs regarding various types of non-wage compensation provided to employees. If you are an Employee Benefits 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: Federal benefits programs (e.g., CSRS/FERS retirement, Thrift Savings Plan, health, life, vision, dental, and long-term care insurance, Flexible Spending Account Program). Federal Erroneous Retirement Coverage Correction Act (FERCCA). Workforce planning strategies. Seek out a mentor for technical and/or career guidance. Mentor others informally or formally, providing technical and career guidance. Cross-train into another area of expertise (e.g. temporary job rotations, job shadowing, or developmental assignments). At GS-13, try to gain Work Experiences in these areas: Counsel employees and survivors on the full range of retirement and benefits issues. Conduct research on complex technical questions or sensitive cases. Assist other specialists in resolving complex technical issues (e.g., corrections under FERCCA). Oversee the contractor performance and evaluate the agency work-life balance program. Monitor, administer, and assist with benefits enrollment and applications. Make determinations related to retirement coverage and insurance eligibility. Update guidance and counsel employees on benefit program changes. Review employee retirement applications and prepare full submission for OPM. Plan and conduct the Open Season (e.g., plan employee communications, monitor enrollments, conduct health fairs, and address belated enrollment requests). If you are an Employee Benefits Supervisor, try to gain Work Experiences in these areas as well: Find a mentor to learn about leadership styles, challenges, and experiences. Contribute to processes that create and support a diverse environment (e.g., hiring and training). 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. HRS Career Path Guide 18

22 EMPLOYEE BENEFITS SPECIALIST (GS-13) CAREER MAP 19 HRS Career Path Guide

23 Employee Benefits Specialist GS-14 As a GS-14 Employee Benefits Specialist, you may serve in either an Expert or Supervisory position. In either position, you are responsible for organizing and overseeing benefits programs, resolving benefits issues, and managing other personnel issues related to retirement, injury compensation, and work schedule options. Your work may involve serving as a resource to others to resolve complex benefits issues; making retirement coverage determinations involving special retirement matters; developing and disseminating policy and guidance regarding HUD s flexible work schedule options; investigating suspected injury compensation claim fraud or abuse and recommending corrective action; leading efforts in resolving broad programmatic issues that significantly impact Government-wide retirement program administration; developing and/or reviewing the impact of legislative or regulatory proposals involving broad aspects of Federal employee retirement or insurance benefits programs; and developing and/or reviewing the impact of legislative or regulatory proposals involving broad aspects of Federal Work-Life programs. If you are an Employee Benefits 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 an 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; and making decisions on work problems presented by subordinate supervisors. 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 benefits programs, policies, and services. Knowledge, Skills, and Abilities Knowledge of employee benefits concepts and services. You have advanced knowledge of HR concepts, principles, and practices related to retirement, insurance, injury compensation, and other employee benefits programs. 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 Employee Benefits technical area. Skill in decision making. You have advanced decision making skills, perceive the impact and implications of decisions, and commit to action, even in uncertain situations, to accomplish organizational goals and cause change. 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. HRS Career Path Guide 20

24 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 benefits decisions, programs and policies, and to advise others on technical issues. Ability to develop and implement policies and programs. You are able to develop policies and programs regarding various types of non-wage compensation provided to employees. If you are an Employee Benefits Supervisor, the following Knowledge, Skills, and Abilities are also relevant: Knowledge of workforce planning. You have advanced 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: Federal benefits programs (e.g., CSRS/FERS retirement, Thrift Savings Plan, health, life, vision, dental, and long-term care insurance, Flexible Spending Account Program). Injury compensation claims and policies. Federal work-life balance programs. Workforce planning strategies. Train individuals making career transitions. Conduct employee performance appraisals in accordance with agency systems. Mentor others informally or formally, providing technical and career guidance. At GS-14, try to gain Work Experiences in these areas: Lead a team effort by acting as a project lead, program lead, or team lead.. Present invited talks or papers at technical conferences. Counsel employees, survivors, and management on the full range of retirement and benefits issues (e.g., discontinued service retirement, disability retirement, reemployed annuitants, etc.) Develop benefits guidance/education materials for the workforce. Train and educate HUD personnel on benefits policies and procedures. Develop benefits and/or work-life policies. Prepare responses to employee enrollment reconsideration requests and/or special retirement coverage requests. Update HUD policies to reflect changes in federal employee benefits regulations and laws. Serve as a resource to others to resolve complex benefits issues. 21 HRS Career Path Guide

25 Develop and/or review the impact of legislative or regulatory proposals involving broad aspects of Federal employee retirement or insurance benefits programs. Develop and implement agency-wide benefits strategies (e.g., the Retirement and Financial Education and Literacy strategy). Develop, obtain approval for, and implement benefits flexibilities to address workforce structural requirements (e.g., Voluntary Early Retirement Authority, Voluntary Separation Incentive Payments, and Mandatory Separation Exemptions). Audit the quality/completeness of benefit enrollments and/or retirement applications. Implement process improvements or quality controls. If you are an Employee Benefits 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. EMPLOYEE BENEFITS SPECIALIST (GS-14) CAREER MAP HRS Career Path Guide 22

26 Employee Benefits Specialist GS-15 As a GS-15 Employee Benefits Specialist, you may serve in either an Expert or Supervisory position. In either position, you are responsible for organizing and overseeing benefits programs, resolving benefits issues, and managing other personnel issues related to retirement, injury compensation, and work schedule options. Your work may involve serving as a resource to others to resolve complex benefits issues; developing and disseminating policy and guidance regarding HUD s flexible work schedule options; investigating suspected injury compensation claim fraud or abuse and recommending corrective action; leading efforts in resolving broad programmatic issues that significantly impact Government-wide retirement program administration; and developing and/or reviewing the impact of legislative or regulatory proposals involving broad aspects of Federal employee retirement or insurance benefits programs. If you are an Employee Benefits Supervisor, you have additional personnel and staff-related duties. These duties may include making decisions on work problems presented by subordinate supervisors; serving as the senior HR advisor for a multi-mission agency engaged in research, development, test, evaluation, and maintenance functions on a national and/or international scale; integrating the interests of key internal and external stakeholders, including Congress, Administration and the public, when developing strategic business plans; formulating new HR concepts, principles, and methods; advising top agency management officials on the development and implementation of innovations related to any HR technical area; and counseling top agency officials who may appear before Congressional committees and the national media concerning the agency s HR program. 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 benefits programs, policies, and services. Knowledge, Skills, and Abilities Knowledge of employee benefits concepts and services. You have advanced knowledge of HR concepts, principles, and practices related to retirement, insurance, injury compensation, and other employee benefits programs. Knowledge of legal, government, and jurisprudence matters. You have expert 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 Employee Benefits 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. 23 HRS Career Path Guide

27 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 benefits decisions, programs and policies, and to advise others on technical issues. Ability to develop and implement policies and programs. You are proficient at developing policies and programs regarding various types of non-wage compensation provided to employees. If you are an Employee Benefits Supervisor, the following Knowledge, Skills, and Abilities are also relevant: Knowledge of workforce planning. You have advanced 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: Federal benefits programs (e.g., CSRS/FERS retirement, Thrift Savings Plan, health, life, vision, dental, and long-term care insurance, Flexible Spending Account Program). Injury compensation claims and policies. Federal work-life balance programs. Workforce planning strategies. Train individuals making career transitions. Conduct employee performance appraisals in accordance with agency systems. Mentor others informally or formally, providing technical and career guidance. At GS-15, try to gain Work Experiences in these areas: Counsel employees, survivors, and management on the full range of retirement and benefits issues (e.g., discontinued service retirement, disability retirement, reemployed annuitants, etc.) Develop benefits guidance/education materials for the workforce. Train and educate HUD personnel on benefits policies and procedures. Develop benefits and/or work-life policies. Prepare responses to employee enrollment reconsideration requests and/or special retirement coverage requests. Update HUD policies to reflect changes in federal employee benefits regulations and laws. Serve as a resource to others to resolve complex benefits issues. Develop and/or review the impact of legislative or regulatory proposals involving broad aspects of Federal employee retirement or insurance benefits programs. HRS Career Path Guide 24

28 Develop and implement agency-wide benefits strategies (e.g., the Retirement and Financial Education and Literacy strategy). Develop, obtain approval for, and implement benefits flexibilities to address workforce structural requirements (e.g., Voluntary Early Retirement Authority, Voluntary Separation Incentive Payments, and Mandatory Separation Exemptions). Audit the quality/completeness of benefit enrollments and/or retirement applications. Implement process improvements or quality controls. If you are an Employee Benefits 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. EMPLOYEE BENEFITS SPECIALIST (GS-15) CAREER MAP 25 HRS Career Path Guide