Clarification from the agency

This vacancy announcement is open to the public. This position allows for situational and recurring telework, but does not qualify for full-time or remote telework.

The Administrative Office of the U.S. Courts (AO), Office of Judicial Integrity (OJI) is seeking an experienced, collaborative leader to serve as the Deputy Judiciary Integrity Officer. OJI coordinates and leads initiatives designed to effectuate the federal Judiciary's commitment to ensuring an exemplary workplace for all Judiciary employees, including routine and systematic review and evaluation of the Judiciary's existing policies and procedures governing workplace conduct; coordination of Judiciary-wide outreach, training, and education initiatives related to workplace conduct; and serving as an independent and impartial resource for Judiciary employees, unit executives, high-level officials, and judges by providing confidential advice and guidance on workplace conduct issues and concerns. The office supplements the Judicial Conference, Circuit Council, local court and defender office resources for formal conflict resolution. This position reports to the Judicial Integrity Officer.

The ideal candidate must have experience conducting investigations, handling sensitive material, and managing multiple and competing priorities; and have excellent verbal communication, writing, and time management skills.

The duties of this position include, but are not limited to:

1. Serving as one of the federal Judiciary's workplace conduct experts in the application of the Model Employment Dispute Resolution Plan, Judicial Conduct & Disability policies, the Judiciary's codes of conduct, and other relevant court grievance procedures.
2. Providing Judiciary employees and judges with impartial and confidential advice and guidance on Judiciary policy, including explanation of processes, applicable timelines, relevant procedures, and potential remedies.
3. Providing information and guidance to employees, managers, and judges seeking assistance with conflict resolution or workplace relations concerns.
4. Coordinating and developing a wide range of workplace conduct initiatives, projects, and programs, including development of trainings, conferences, seminars, printed and electronic resources, and presentations tailored for targeted audiences.
5. Serving as an independent investigations resource for the AO, courts, and individual court units and offices, and conducting informal fact-finding inquiries and formal investigations regarding workplace concerns, including allegations of harassment, discrimination, and retaliation.
6. Providing confidential consultative support for court- or office-led investigations and inquiries.
7. Collaborating with other offices and stakeholders, including circuit directors of workplace relations, local court employment dispute resolution coordinators, AO staff, and others.
8. Assisting in the administration and management of the Judiciary's existing and planned resources, including a national phoneline, electronic mailboxes, and anonymous webforms, ensuring that reports are promptly, confidentially, and effectively addressed.
9. Serving as a resource for Judiciary leadership in formulating or revising relevant workplace conduct policies and procedures.
10. Serving as a liaison between the federal Judiciary and various external stakeholders, including law schools, clerkship programs, and related organizations.
11. Assisting in the support and staffing of various Judiciary working groups, advisory groups, and committees.
12. Tracking, analyzing, and reporting on workplace conduct data and identifying trends.

Conditions of employment

CONDITIONS OF EMPLOYMENT

1. All information is subject to verification. Applicants are advised that false answers or omissions of information on application materials or inability to meet the following conditions may be grounds for non-selection, withdrawal of an offer of employment, or dismissal after being employed.
2. Selection for this position is contingent upon completion of OF-306, Declaration of Federal Employment during the pre-employment process and proof of U.S. citizenship for competitive status positions or conversion to a competitive status position with the AO. If non-citizens are considered for hire into a temporary or any other position with non-competitive status or when it is confirmed by the AO Human Resources Office there are no qualified U.S. citizens for a competitive status position (unless prohibited by a law or statue), non-citizens must provide proof of authorization to work in the U.S. and proof of entitlement to receive compensation. Additional information on the employment of non-citizens can be found at USAJOBS Help Center | Employment of non-citizens/. For a list of documents that may be used to provide proof of citizenship or authorization to work in the United States, please refer to Form I-9, Employment Eligibility Verification.
3. All new AO employees will be required to complete an FBI fingerprint-based national criminal database and records check and pass a public trust suitability check.
4. New employees to the AO will be required to successfully pass the E-Verify employment verification check. To learn more about E-Verify, including your rights/responsibilities, visit https://www.e-verify.gov/.
5. All new AO employees are required to identify a financial institution for direct deposit of pay before appointment.
6. You will be required to serve a trial period if selected for a first-time appointment to the Federal government, transferring from another Federal agency, or serving as a first-time supervisor. Failure to successfully complete the trial period may result in termination of employment.
7. If appointed to a temporary position, management may have the discretion of converting the position to permanent depending upon funding and staffing allocation.

Qualifications

Applicants must have demonstrated experience as listed below. This requirement is according to the AO Classification, Compensation, and Recruitment Systems which include interpretive guidance and reference to the OPM Operating Manual for Qualification Standards for General Schedule Positions.

Specialized Experience: Applicants must have at least one full year (52 weeks) (preferably 3 years) of specialized experience which is in or directly related to the line of work of this position. Specialized experience must demonstrate experience in ALL areas defined below:

• Knowledge of laws, legal codes, rules and procedures, precedents, government regulations, and rights and protections pertaining to the Alternate Dispute Resolution Act, Equal Employment Opportunity Act, Family and Medical Leave Act, Employment and Reemployment Rights Act, Worker Adjustment and Retraining Notification Act, Occupational Safety and Health protections, and other applicable workplace protections.
• Experience in conflict resolutions and fact-finding investigations, including analyzing and synthesizing complex information, refining and narrowing issues through settlement discussions, and identifying problems and analyzing related information to develop and evaluate options and implement solutions.
• Facilitating the resolution of conflict between parties, including thorough understanding of what leads to conflict, the nature of conflict, and methods of resolution.
• Conducting fact-finding investigations and preparing detailed and thorough investigative reports.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

We will review your resume and supporting documentation and compare this information to your responses on the occupational questionnaire to determine if you meet the minimum qualifications for this job. If you meet the minimum qualifications for this job, we will evaluate your application package, to assess the quality, depth, and complexity of your accomplishments, experience, and education as they relate to the requirements listed in this vacancy announcement.

You should be aware that your ratings are subject to evaluation and verification. If a determination is made that you have rated yourself higher than is supported by your resume and/or narrative responses, you will be assigned a rating commensurate to your described experience. Failure to submit the mandatory narrative responses will result in not receiving full consideration and/or rating credit. Deliberate attempts to falsify information may be grounds for not selecting you, withdrawing an offer of employment, or dismissal after being employed.