Total 168 job vacancies in united states of america

Major duties include, but may not be limited to:

• Receives telephone calls from Veterans through the automated call distribution system. Answers Veteran inquiries related to process questions.
• Documents all Veteran interactions using progress notes and other reports as needed.
• Uses the highest level of customer service at all times to provide patient education via telephone on the medication refill process.
• Follows-through on all prescription problems by phone or EHR progress note to the provider to avoid Veterans being out of medications.
• Participates in telephone notification of class 1 medication recalls as necessary.
• Guides Veterans on how to return medicine to the pharmacy if needed and how to obtain replacement medications.
• Seeks to solve Veteran's concerns at first contact.
• Independently inputs refill prescriptions into EHR computer system for immediate or mail-out processing.
• Processes batch refill prescription ordering for mail-out processing and ultimate fulfillment of Veteran requests.
• Interacts personally with Veterans or their representatives to assure medication profiles are updated, reviewed, and needed prescriptions items or prosthetics supplies are appropriately processed.
• Accurately fills prescriptions orders by selecting correct product based on label requirements and assures each item is filled and labeled according to all applicable standards.
• Answers questions from pharmacy and non-pharmacy personnel regarding outpatient procedures.
• Performs other duties as required.

• Oversees attorneys providing legal advice and assistance to OPC investigators, reviewing investigative work-product, and preparing reports of investigation and recommendations, including for disciplinary action.
• Provides overall guidance and technical oversight of legal activity, including reviewing reports of investigations, and ensuring work produced by staff is accurate, complete, and defensible. Develops and/or edits high-level written reports and legal documents, as well as related communication for program planning and/or organizational improvements. Oversees feedback to both internal and external stakeholders to ensure the exercise of tact, diplomacy, and utilization of extensive legal experience.
• Develops, recommends, implements and communicates new and modified OPC policies and procedures. Partners with other managers and executives in the OPC to ensure policies and procedures align with investigative and legal processes and procedures. Serves as OPC’s representative on intra and interagency workgroups on the development of these and other FDIC policies.
• Plans, directs, and implements FDIC-wide training relevant to OPC programs, including anti-harassment and anti-retaliation. Oversees the development and delivery of training programs, including oversight of contractors and vendors. Delivers presentations and other communications to the FDIC and other stakeholders on FDIC employee values, employee conduct, and other topics of support to OPC's mission.
• Conducts presentations, briefings, case updates, and/or reports to leadership and/or the Board of Directors. Maintains lines of communication between OPC and internal FDIC stakeholders, including Legal, Human Resources, the Office of Equal Employment Opportunity (OEEO), labor unions, and employee resource groups. Maintains lines of communication between OPC and external stakeholders, including the Office of Inspector General (OIG), Office of Special Counsel, and Equal Employment Opportunity Commission.
• Participates in special assignments and efforts, including review of decisions, recommendations, internal policy, internal standard operating procedures, correspondence, and other work products, which result in the production and delivery of work products and services to the organizations.
• Exercises supervisory personnel management authority directly or indirectly through subordinate senior managers to include: planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; and, evaluating work performance and providing feedback. Identifies developmental and training needs of employees, provides and/or arranges for needed developmental training. Works in collaboration with the appropriate Human Resources and Legal staff to administer disciplinary action. Hears and resolves grievances or other disputes as appropriate. Approves/ disapproves requests for leave, telework, travel, training, etc. Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities.
• Develops and communicates strategic plans and supports OPC mission, vision goals and objectives. Negotiates resources for continuous improvement of processes and programs. Identifies resources required the section, including advocating for staffing requirements and/or sourcing detail assistance from other divisions/offices. Justifies, executes, and tracks section budget activities; reviews and requests budget modifications in conjunction with the Deputy Director.
• Ensures that Equal Employment Opportunity (EEO), Diversity, Equity, Inclusion, and Accessibility (DEIA), employee development, employee performance, and other personnel plans, processes, and programs are executed equitably consistent with Corporate policy, legal requirements, and the mission of the Division; organizes, coordinates, and manages the work of diverse teams of employees by assigning work, developing employee skills, assessing/monitoring employee performance, and promoting inclusion.
• Performs other duties as assigned.

- Manage the HR Operations Division's training program by designing, developing, and administering technical in-house training in all functional areas.
- Evaluate training needs and create training plans working with subject matter experts and the Management Team to meet the Division goals and cater to a diverse client base. Supports the planning and evaluation of the training program for effectiveness.
- Evaluate HR program area data from a variety of sources and systems to identify issues, spot trends, validate audit findings, and determine corrective actions needed to mitigate risk and potential for future issues.
- Track the array of recurring requirements to ensure Division and regulatory requirements are met for items such as annual communications / notices to customers and employees, annual training, competency assessments, use of required training frameworks, and others as applicable. Serve as a HR functional expert to advise and develop internal procedures.

• Oversees attorneys providing legal advice and assistance to proposing and deciding officials on discipline, non-discipline, or other corrective actions arising from administrative investigations.
• Manages the work of litigating attorneys representing the FDIC and practicing before administrative and judicial forums, including the Merit Systems Protection Board. Oversees the work performed by those attorneys, including litigation briefs, memoranda of law, pre-trial discovery, analysis of evidence and other legal activities and documents related to sensitive litigation issues, including those involving questions of first impression and with conflicting precedent that require extensive research, analysis and/or ingenuity to resolve.
• Represents the FDIC in litigation efforts and/or provides oversight, review, and strategic direction for the negotiation of the highly complex agreements and settlements. Tracks, researches, and monitors decisions to ensure consistent application of adverse activity and highlights anomalies for additional review.
• Advises and briefs the OPC leadership and the FDIC Board of Directors on highly complex and sensitive personnel, disciplinary, and litigation cases. Conducts presentations, briefings, case updates, and/or reports to leadership and/or the Board of Directors. Maintains lines of communication between the Office of General Counsel, Office of the Inspector General (OIG) and the OPC.
• Collaborates on the development and implementation of OPC disciplinary, non-disciplinary, and litigation policies and procedures. Partners with other managers and executives in the OPC to ensure alignment of functions to guidance.
• Participates in special assignments and efforts, including review of decisions, recommendations, internal policy, internal standard operating procedures, correspondence, and other work products, which result in the production and delivery of work products and services to the organizations.
• Exercises supervisory personnel management authority directly or indirectly through subordinate senior managers to include: planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; and, evaluating work performance and providing feedback. Identifies developmental and training needs of employees, provides and/or arranges for needed developmental training. Works in collaboration with the appropriate Human Resources and Legal staff to administer disciplinary action. Hears and resolves grievances or other disputes as appropriate. Approves/ disapproves requests for leave, telework, travel, training, etc. Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities.
• Develops and communicates strategic plans and supports OPC mission, vision goals and objectives. Negotiates resources for continuous improvement of processes and programs. Identifies resources required the section, including advocating for staffing requirements and/or sourcing detail assistance from other divisions/offices. Justifies, executes, and tracks section budget activities; reviews and requests budget modifications in conjunction with the Deputy Director.
• Ensures that Equal Employment Opportunity (EEO), Diversity, Equity, Inclusion, and Accessibility (DEIA), employee development, employee performance, and other personnel plans, processes, and programs are executed equitably consistent with Corporate policy, legal requirements, and the mission of the Division; organizes, coordinates, and manages the work of diverse teams of employees by assigning work, developing employee skills, assessing/monitoring employee performance, and promoting inclusion.
• Performs other duties as assigned.

The duties may include, but are not limited to:

• Plans and administers case processing policies, practices, procedures, systems, and controls for the appellate and original jurisdiction functions of the Board.
• Provides legal guidance to the Clerk, OCB staff, and internal and external stakeholders on all areas of case processing and case management, including: reviewing and recommending the disposition of certain petitions for review and other legal documents; drafting or reviewing orders disposing of legal documents; preparing official records for the Federal courts and other administrative agencies; and responding to inquiries from appellants, agency representatives, and others as to Board regulations, procedures, and practices.
• Provides technical and administrative assistance to all levels of the Board in the functional areas under the Clerk's jurisdiction, including case processing, case management, disclosure, privacy, records, and e-Appeal.
• Oversees an agency-wide information disclosure program, including making determinations under the Freedom of Information Act and the Privacy Act to grant or deny requests for production of documents, amendments of records, and waiver of fees.
• Assists in the development and promulgation of policies and procedures for all Board records and records systems.
• With the Clerk, determines overall priorities for the office, including long- and short-range planning; monitors progress on achieving agency performance goals, including by compiling statistical data on all areas within the Clerk's areas of responsibility; assists with the preparation of budgetary and financial plans; prepares or reviews performance standards and appraisals; and recommends personnel actions, training, and awards.

• Responsible for packaging draft and final audit reports and analyzing the reports to ensure that these audit reports do not contain personally identifiable information (PII).
• Responsible for using Adobe Acrobat software to redact PII from audit reports. Responsible for distributing draft and final reports issued from OAS Headquarters to HHS OPDIVs and keeping OAS Headquarters and Regional management apprised of the status of the report distribution.
• Responsible for ensuring that audit reports posted to the HHS-OIG Internet are Section 508 compliant and accessible to persons with disabilities.
• Responsible for analyzing the report for section 508 compliance and if necessary, remediating the audit report using the appropriate software tools.
• Assists Regional Program Support Specialists in making their audit reports Section 508 compliant.
• Design, develop, and maintain the OAS Intranet site.
• Ensures that reports prepared for the internet are complete, accurate, and uploaded in a timely manner.
• Implements enhancements in response to OAS changing needs.
• Prepare final audit reports for posting to the OIG website, in accordance with OIG Public Affairs guidelines.
• Coordinate posting of final audit reports to the OIG website by the legislatively required timeframe with Office of Management and Policy (OMP) technology staff.
• Coordinate with OIG Executive Secretariat on the processing and distribution of OAS draft and final audit reports.
• Keep OAS management and program support specialists apprised of the status of final and draft audit reports and other OIG correspondence.

What will I do in this position if hired?

In this position, you will serve as a Program Analyst (Budget) for the Resilience National Preparedness Directorate, Assistant Administrator, Business Operations Branch. Typical assignments include:

• Collecting budget data, performing data analysis, and preparing data visualization work products.
• Developing and managing program spend plans, budget reports, procurement trackers, travel funding, and travel cards.
• Reviewing procurement actions for funding availability, accuracy, program legitimacy, procedural requirements, and compliance with appropriate federal procurement regulations.
• Monitoring integrated financial management reporting information affecting programs with interrelated functions and operations for any anomalies.
• Planning and completing budget-related projects and assignments to meet deadlines based on the fiscal year cycle, as well as managing sensitive budget and procurement matters with internal and external stakeholders.

What else do I need to know?

At FEMA, our mission is to help people before, during and after disasters, and every employee at FEMA has a role in emergency management. Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions.

FEMA is committed to ensuring that its workforce reflects the diversity of the nation. At FEMA, our workforce includes the many identities, races, ethnicities, backgrounds, abilities, ages, cultures, and beliefs of the people we serve. To learn about FEMA's ongoing diversity and inclusion efforts, reasonable accommodation process, and the FEMA Core Values, please visit www.fema.gov.

APPLICATION LIMIT: This vacancy announcement is limited to the first 100 applications received and will close at 11:59PM Eastern Time on the day that we receive the 100th application, or at 11:59PM Eastern Time on the listed closing date, whichever occurs first.  

We encourage you to read this entire vacancy announcement prior to submitting your application.

As a Staff Assistant GS-0301-11, you will be responsible for:
• Performing a variety of assignments to aid the Senior Level Administrator in the operational objectives of the Office. Assignments most often cut across functional and program areas of the Office and involving the application of methods, techniques and procedures in carrying out the processes and initiatives related to the assigned office.
• Gathering information, coordinating input from staff, making recommendations, and negotiating with staff when differences arise.
• Reviewing policy documents, directives, reports and other correspondence referred to the Senior Level Administrator for action or information. This review includes summarizing the documents and identifying key issues of vital importance. Researching and obtaining background material; advising the Senior Level Administrator on proposed disposition of action items in terms of assignments to subordinate office and/or staff.    
• Researching and gathering information and interpreting data and correlating large amounts of narrative and statistical information in response to priority policy issues and special initiatives that emanate from Congress, OMB, the White House, the Secretary, the Senior Level Administrator, the Deputy Senior Level Administrator, or other component Directors. Gathering information from a wide variety of sources within ED program and staff offices. Selecting and summarizing data and writing and updating material in response to such requests.

• Serves as primary and/or back-up System Administrator for HR systems implemented within IBC and client agencies, including system troubleshooting, training, policy development, and overall system support.
• Performs project management duties in support of HR information systems; manages all aspects of assigned projects and determines the degree of formality required in managing the project.
• Provides process requirements, mapping, and subject matter expertise to plan and implement HR Systems and associated business processes.
• Applies knowledge in the HR functional areas of staffing, classification, processing, and performance management; Stays abreast of emerging HR technologies, laws, regulations, and best practices and incorporates them into projects.
• Serves as a team member on various workgroups and project teams, representing the organization and articulating its interests to ensure the systems and/or services pursued meet or exceed organizational requirements.

The Supervisory Budget Analyst (HQ Financial Manager) plays a crucial role in overseeing and managing budgetary and accounting processes within HQ. This position requires an understanding of financial management principles, federal budget regulations, and the ability to analyze complex financial data. The position collaborates with various stakeholders to develop, execute, and monitor budgets to ensure compliance with agency goals and objectives.

The Budget Analyst serve as a subject matter expert in formulating budget requirements for all phases of the budget cycle within the Budget Directorate of the Office of Finance. The incumbent performs budgetary functions in support of major CBP programs, including user fee accounts.

This position starts at a salary of $86,962.00 (GS-GS-12, Step 1) to $134,435.00 (GS-GS-13, Step 10) with promotion potential to $134,435 (GS-13 Step 10).

GS Salary: Visit this link to view the locality pay tables by geographic area. If you do not see your geographic area listed, select the "Rest of United States" pay table. Some positions fall under a special pay rate depending on the series, grade level and location of the position.Please visit this link to view special pay rate charts.

Typical work responsibilities include:

• Compiling narratives and statistical material for budget exhibits, and related background information for use in briefing agency and department senior leadership.
• Supporting efforts to respond to requests for budget information by OMB and Congressional staff members and other high-ranking individuals.
• Conducting the user fee financial planning process from out-year formulation, resource justification, financial planning, and resource execution in coordination with Budget senior leadership and internal and external stakeholders.
• Interpreting and assesses the impact of new and revised congressional legislation on the formulation and execution of an agency's budget
• Monitoring the execution of budget resources with many different sources and types of funding, such as direct multi-year appropriations, allotments from many different appropriations, transfers of funds from other agencies, reimbursements for services performed, revenue from working capital funds, and trust accounts.

1. Prepares, coordinates, and provides comprehensive global air transportation and logistical support for over 2200 joint military personnel assigned to the White House Military Office.
2. Serves as the first line supervisor under the Director of Operations, WHMO for military personnel (enlisted and/or officers). Provides functional guidance, direction, leadership, training and exercises supervisory personnel management responsibilities.
3. Directs, conducts and carries out various senior level program management activities to include developing policy and procedures necessary to implement revised or new directives of higher headquarters.
4. Serves as senior systems analyst in assessing IT requirements. As the Chief of IT Integration, conducts ongoing assessment of automated equipment, equipment locations, use, costs and acquisition to define opportunities for new or improved installation business processes solutions.

What will I do in this position if hired?

In this position, you will serve as a Supervisory Grants Management Specialist, overseeing the three Branches of the Award Administration Division within the Grant Programs Directorate. Typical assignments include:

• Leading a division comprised of highly skilled and certified Grants Management Specialists with financial policy and oversight responsibilities.
• Serving as an expert and advisor on complex grants management matters to the Director of the Grant Operations Administration, and other executives, on a routine basis.
• Providing strategic input on the development of Agency-wide grants management policies, practices and initiatives.
• Managing a multi-billion dollar and highly complex grants portfolio; representing the Agency as a "Steward of the Public Trust" regarding accountability of and oversight of federal funds and administrative and audit processes.
• Providing technical assistance, training, and mentorship as a Subject Matter Expert (SME) on the federal grants enterprise to recipients, subrecipients and other internal and external stakeholders.

What else do I need to know?

At FEMA, our mission is to help people before, during and after disasters, and every employee at FEMA has a role in emergency management. Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions.

FEMA is committed to ensuring that its workforce reflects the diversity of the nation. At FEMA, our workforce includes the many identities, races, ethnicities, backgrounds, abilities, ages, cultures, and beliefs of the people we serve. To learn about FEMA's ongoing diversity and inclusion efforts, reasonable accommodation process, and the FEMA Core Values, please visit www.fema.gov.

• As a Lead Government Information Specialist in the Office of Communication, Information Disclosure, Training and Education (OCITE), Office of Communication and Content Development (OCCD), Division of Information Disclosure (DID), You will:
• Ensures that all information disclosure activities are based on accepted principles, methods, and best or promising practices.
• Recommendations are directed to the staff, through the Assistant Director, to ensure appropriate consideration and resolution of problems regarding proper disclosure of information.
• Works collaboratively with team members to develop project plans, including setting time frames milestones, and an agreed upon endpoint.
• Identifies, distributes, and balances workload and tasks among employees in accordance with established workflow, skill level, and/or occupational specialization.
• Monitors and reports on the status and progress of work, checking on work in progress and reviewing completed work to see that the supervisor's instructions on work priorities, methods, deadlines, and quality have been met.
• Keeps abreast of all changes in the regulations in FDA and under the Act, to provide consultation and technical expertise in order to correctly handle and process disclosure inquiries and to ensure compliance at all times.

You will serve as a Mgmt & Program Analyst and be responsible for planning, administering, evaluating complex and critical administrative operations programs and programs of the agency to ensure overall effectiveness and efficiency of programs, operations, organizations, and agency functions.
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Being a Coast Guard civilian makes you a valuable member of the Coast Guard team. Typical work assignments include:

• Working with staff organizations to ensure effective action planning in support of strategic goals.
• Leading study groups and/or steering committees to identify and implement recommendations to improve overall functions, operations, and performance.
• Serving as the Lead Organization consultant/advisor to management, in areas to include but not limited to acquisition workforce management, organizational effectiveness and strategic center initiatives, with independent responsibility for resolving controversial and complex issues.
• Developing feedback processes for periodic updates of action plans.