Personnel Research Psychologist

This position is located in the Office of Civil Service Human Resources (GTM/CSTM) which is responsible for programs and policy oversight of accountability function for compliance, evaluation, staffing and classification, career development, executive resources, and performance management.
Serves as authoritative source on Human Resources (HR) planning, policy, or talent development related to applicant, candidate, and employment assessments, and program management and career development.
Applicants must meet all the required qualification requirements described below by the closing date of this announcement.
If you are qualifying based on education OR if there are mandatory education requirements listed below, you MUST submit a copy of your college transcript with your application.
NOTE: Applicants must meet time-in-grade and time after competitive appointment requirements, by the closing date of this announcement.
Time-In-Grade Requirements: Federal applicants must have served 52 weeks at the next lower grade to satisfy time-in-grade restrictions, per 5CFR 300, Subpart F.
Applicants MUST meet the required basic entry qualification requirements described below: BASIC REQUIREMENTS: Have an undergraduate or graduate level degree with a major or equivalent in psychology from an accredited college or university.
IN ADDITION to meeting the basic entry qualifications requirements listed above, applicants applying for the GS-14 grade level MUST have at least 1 year of specialized experience that has equipped them with the particular knowledge, skills, and abilities to successfully perform the duties of the position.
This experience is related to the work of the position and equivalent to at least the GS-13 level in the Federal service.
Qualifying specialized experience must demonstrate the following:
Experience independently conducting comprehensive statistical analysis studies;Experience evaluating the validity and reliability of personnel assessments related to recruitment and selection and/or retention and professional development of employees;Experience developing workforce assessment tools such as written tests, cognitive tests, structured interviews, as well as assessment centers, performance evaluations, employee perception surveys, and talent/competency development assessments.There is no substitute of education for specialized experience for the GS-14 position.
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