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Summary This position is located in the Office of Workers' Compensation Programs (OWCP), Division of Coal Mine Workers' Compensation (DCMWC), Branch of Policy Analysis and Program Standards. Responsibilities Major Duties: Serves as the Branch Chief for the Branch of Policy Analysis and Program Standards. Plans, establishes, and communicates work priorities to staff; approves leave; develops branch recruitment plans; interviews and selects candidates for vacancies and initiates other personnel actions; provides advice, counsel, and instruction to individual employees on performance, and rates subordinate employees; initiates disciplinary measures and adverse actions as needed; and supports EEO affirmative action plans and objectives. Initiates, revises, implements, and enforces operational policies, regulations and procedures for the examination, investigations, and adjudication of claims for benefits under Title IV, Part B and C, of the Federal Coal Mine Health and Safety Act of 1969, as amended. This position requires extensive knowledge of federal and state statues, regulations, and case law governing the administration of the DCMWC as well as general knowledge of state workers' compensation laws. Oversees a continual review of Administrative Law Judges, Benefits Review Board, and appellate court decisions to keep abreast of changes in the case law impacting the administration of the DCMWC. Incumbent directs the analysis and dissemination of new case law and initiates updates to operational policy and procedure guidelines such as Black Lung Procedure Manual, legal memoranda to the district directors, program bulletins and similar instructional materials, and directs the team of GS-12/13 Claims Examiners in drafting, finalizing, and implementing these guidelines. Requirements Conditions of Employment Qualifications In describing your experience, please be clear and specific. Position titles alone cannot be used to determine if you are qualified. Please list dates in MM/DD/YYYY format. This is imperative in determining if you have at least one year of creditable specialized experience. Dates will not be assumed. Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-14 in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. Qualifying specialized experience for the GS-15 includes: (1) Developing and implementing operational policies, regulations and procedures for the examination, investigations, and adjudication of claims for benefits for a nationwide Program, (2) Interpreting and advising on regulations, legislation, and policies and court decisions relating to the claims and adjudication process. (3) Leading a high-level team responsible for (A) oversight of insurance and fiduciary obligations for private companies, (B) execution of internal program audits and reviews, (C) implementation of training programs, or (D) coordination of outreach efforts to stakeholder groups. (4) Engaging in short- and long-range planning and evaluation of policies and activities to include the development of critical goals and objectives. Education This position does not have a positive education requirement. Additional Information The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. As such, the Department is committed to fostering a workplace and workforce that promote equal employment opportunity, reflects the diversity of the people we seek to serve, and models a culture of respect, equity, inclusion, and accessibility where every employee feels heard, supported, and empowered. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interest and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements. Supervisory Financial Disclosure (If applicable): This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. This information will be required annually. Based on agency needs, additional positions may be filled using this vacancy. The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.