Professionals Driven by Excellence | Career Growth & Development | Collaboration & Innovation

These are the driving forces that make YRCI more than just your next job. Let’s build your career together.

YRCI does not enforce a vaccination requirement for our employees. For client-site positions, Federal agencies may request information regarding the vaccination status of selected applicants for the purposes of implementing other workplace safety protocols, such as protocols related to masking, physical distancing, testing, travel, and quarantine.

• The QR process consists of reviewing and approving specialized experience, job analysis, and assessments; job announcement language, the announcement configuration in USA Staffing, and all other documentation included in the package including: Official Form (OF)-8, Job Requisition information, Reemployment Priority List (RPL) clearance. 
• Conduct a Quality Review (QR) of vacancy packages submitted by Human Resource (HR) staff before posting to USAJobs.
• Provides consultative services to HR staff on the entire QR process and assist HR staff in making any needed corrections or edits before approval to post is granted.
• Use judgement and exercise discretion on what needs to be and what doesn’t need to be corrected in order to approve cases.
• Conduct second-level and final review of qualifications, ratings, eligibilities, and Veterans' Preference before issuance of Certificates.
• Provide consultative services to assigned HR staff members on qualifications, ratings, eligibilities, and Veterans' Preference when there are discrepancies from the original determination.
• Provide staff with information and interpretations of Agency recruitment and placement procedures, practices, policies, and guidelines.
• Conduct a second-level review of selections made from Certificates before an official job offer is made.
• Participate in Requests for Consideration by providing recommendations on applicant qualifications.
• Explain rationale and reasoning behind changing applicant qualifications and other ratings conducted by a Delegated Examining (DE) HR Specialist.
• Ensure recruitment activities adhere to Merit Systems Principles, laws, regulations, policies, and best practices and guidance, and are free of any prohibited personnel practices.
• Advise HR staff on recruitment strategies and announcement language to attract and qualify a high-skilled applicant pool.
• Draft policies, Standard Operating Procedures (SOP), guidance, or other resource documents relating to recruitment and placement.
• Create, edit, and maintain standardized recruitment documents for use across the Agency (e.g., HR CARDS).
• Develop recruitment documents and advise on strategies for high-profile or complex positions.
• Collaborate with other HR professionals on various initiatives (policy development, recruitment strategies, compliance matters) to improve business processes.
• Provide superior customer service by being responsive to questions and requests for information and meeting all established Service Level Agreements (SLA).

• Ensure Workflow Information Tracking System (WiTS) actions are completed in real-time or near real-time and are accurate.
• Provide research and analysis to develop recommendations on Veterans’ Preference and qualifications determinations, selective factors appropriateness, and other DE policy related decisions for Branch Chief or leadership consideration.
• Keep DE Unit (DEU) Chief and Team Lead abreast of new high profile or sensitive issues that may rise to higher levels in the organization or could have a negative impact on morale or team dynamics.
• Identify outdated and incorrect information in policies, procedures, and guidance and offer recommendations for improvement.

• Provide managers, employees, and job applicants with information and interpretations of Agency recruitment and placement procedures, practices, policies, and guidelines.

• Cite specific Agency or DEU resources when providing feedback and encourage Branch HR Specialists to review resources.
• Proactively communicate information to branches to help them effectively meet their HR objectives.
• Articulate all facts and issues surrounding any objections to an applicant or preference eligibles cases submitted by the Branch.
• Lead formal or informal training sessions to share knowledge with internal HR customers or other staff members.
• Other related duties as assigned typical of a General Schedule (GS)-0201-13 HR Specialist involved in recruitment and staffing work.

• DEU Certification is highly desirable.
• As a condition of employment, must be able to obtain and maintain an active DEU certification. 
• Mastery Knowledge and application of Office of Personnel Management (OPM) General Schedule (GS) and Federal Wage System (FWS) qualification standards and policies. 
• Mastery knowledge of Veterans’ Preference adjudication.
• Mastery knowledge of job analysis and assessment development.
• Mastery knowledge of eligibility determinations (e.g., status or non-competitive eligibility).
• Mastery knowledge of Federal laws (5 USC) and regulations (5 CFR) relating to recruitment and employment in the competitive service.
• Proficient in OPM GS and FWS classification standards and policies.
• Ability to interpret and apply policies and procedures.
• Ability to make timely, informed, and objective decisions and communicate their decisions in a professional business manner.
• Ability to independently use talent acquisition and workflow tracking systems; training on the use of internal systems will be provided.
• Ability to perform commonly used functions and features in Skype for Business, Adobe Acrobat Pro, and Microsoft Word, Excel, and Outlook.