Supervisory Personnel Liaison Specialist (GS-14)

Summary

You will serve as the Supervisory Personnel Liaison Specialist in the Justice Management Division (JMD), Office of Adjudication, Recruitment, and Management (OARM). OARM has responsibility for the development and implementation of policies and procedures regarding the personnel management of attorneys and law clerks. OARM counsels and advises Department officials at the highest levels on issues related to law student and attorney employment matters.

Duties

The duties and responsibilities for a Supervisory Personnel Liaison Specialist,GS-0301-14 generally include, but are not limited to, the following: Serve as the senior Personnel Liaison and authoritative advisor to leadership on human resources policies, employment processing requirements, attorney personnel actions, and fitness determinations. Responsible for the development and implementation of policies and procedures regarding the personnel management of attorneys and law clerks. Advise and counsel employees regarding policies, procedures, and directives of management. Recommend candidates for hiring, promotions, details, and reassignments based on qualifications and organizational needs. Review and evaluate pre-employment and fitness documentation, including waiver requests, background investigations, IRS tax checks, and credit reports or derogatory information, assessing accuracy, completeness, and compliance with internal agency standards. Assist Personnel Liaison Specialists in developing internal policies and procedures for liaison activities. Analyze issues and provide guidance on attorney and law student personnel matters.

Qualifications

To qualify for the position of Supervisory Personnel Liaison Specialist, at GS-0301-14, you must have one (1) year of specialized experience equivalent to the GS-13 level in the Federal service. Specialized experience is defined as: Advising management and staff on federal human resources regulations, policies, and procedures, and applying these guidelines to make sound, defensible judgments regarding employment processes and employee suitability or fitness. Leading, directing, and evaluating suitability/fitness determinations to ensure compliance with federal adjudicative standards and agency policy. Analyzing complex HR cases, identifying issues, and applying regulatory judgment to recommend sound solutions. Providing guidance to leadership on human resources policies, employment processing requirements, and suitability/fitness determinations. You MUST meet all qualification requirements, including time-in-grade, by 11/04/2026 of this announcement. Your resume must support your responses to the application questionnaire and the qualification requirements. Failure to do so may result in an ineligible rating. (See the Required Documents section for important notes about what must be included in your resume.)

Education

Some federal jobs allow you to substitute your education for the required experience in order to qualify. For this job, you must meet the qualification requirement using experience alone. No substitution of education for experience is permitted.

How you will be evaluated

Once the announcement closes, a review of your resume and supporting documentation will be conducted by the HR Specialist. This information will be compared against your responses to the application questionnaire to determine your eligibility for Federal employment, and then whether you are qualified for this particular position. If a determination is made that you have inflated your responses when compared to your background information, you may be deemed ineligible. Additionally, you must meet the area of consideration (see above). Applicants who do not meet this are ineligible for consideration. Basis of Rating: DOJ's Merit Promotion Procedures will be used to evaluate candidates. Your qualifications will be evaluated on the following competencies (knowledge, skills, and other characteristics): Customer Service Interpersonal Skills Leadership Problem Solving Written Communication Due Weight for Performance: Any performance appraisal/evaluation and award documentation you provide will be forwarded to the selecting official. The selecting official will review this documentation and give it due weight consideration during the overall selection process. Due weight for performance applies to federal and non-federal work. If you would like to preview the application questionnaire, please see: https://apply.usastaffing.gov/ViewQuestionnaire/13088735

How to apply

To apply for this position, you must complete the online questionnaire and submit your supporting documentation. Your complete application package must be submitted by 11:59 PM (EST) on 11/04/2026 to receive consideration. Click Apply to access the online application. You will need to be logged into your USAJOBS account to apply. If you do not have a USAJOBS account, you will need to create one before beginning the application. Follow the prompts to select your resume and/or other supporting documents to be included with your application package. You will have the opportunity to upload additional documents to include in your application before it is submitted. Your uploaded documents may take several hours to clear the virus scan process. After acknowledging you have reviewed your application package, complete the Include Personal Information section as you deem appropriate and click to continue with the application process. You will be taken to the online application which you must complete in order to apply for the position. Complete the online application, verify the required documentation is included with your application package, and submit the application. NEED HELP? If you need help with USAJOBs or the application process, please see the USAJOBS Help or Application Manager Online Help websites which includes information on managing your account, creating an application, uploading documents, etc. Reasonable Accommodation: To request reasonable accommodation for any part of the application and hiring process, please contact Shaleta Taylor at Shaleta.Taylor@usdoj.gov or 202-514-2000 for assistance.

Other information

Additional selections may be made from this announcement. Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on their race, sex, color, religion, or national origin. EEO Statement/Policy: The United States government does not discriminate in employment on the basis of race, color, religion, sex, pregnancy, national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service or other non-merit factor. More information can be found here: https://www.justice.gov/jmd/media/1425556/dl?inline. DOJ Reasonable Accommodation Policy: Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application and hiring process should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. The DOJ Reasonable Accommodation policy can be found here: https://www.justice.gov/jmd/reasonable-accommodation#policy Selective Service: If you were born male, on or after December 31, 1959, you must certify that you have registered with the Selective Service System or are exempt from having to do so under the Selective Service Law. Additional information is found at: www.sss.gov. Fair Chance to Compete for Jobs: The Fair Chance Act prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOJ employee or Federal contractor acting on its behalf has violated your rights under this Act, you may submit a written complaint within 30 days of the date of the alleged non-compliance directly to Note: In accordance with 5 U.S. Code § 9202(c) and 5 C.F.R § 920.201(b) certain positions are exempt from the provisions of the Fair Chance Act.