Human Resources Specialist (Performance Management / Employee Relations /Labor Relations) is required to have knowledge of:
- Performance management principles, laws, regulations, practices, laws, and regulations, as well as deductive reasoning. Performance Management professionals assist managers and supervisors in establishing, maintaining, and monitoring effective performance management programs to plan, monitor, develop, rate, and reward employee performance.
- Employee relations principles, practices, laws, and regulations. Employee Relations professionals provide advice and assistance to employees and managers on such issues as discipline, misconduct, performance problems, and dispute resolution. Employee Relations professionals research applicable laws, policy, and agency precedent and apply fact-finding techniques to gather clear-cut information and/or evidence specific to the cases.
- The full range of labor relations laws, regulations, theories, principles, methods, and techniques sufficient to conduct systematic studies to develop management interests and respond to union interests at the bargaining table. Labor Relations professionals consult with labor organizations, agency managers and labor relations officials in the development of human resource policy and on Government rules, regulations and binding directives affecting conditions of employment. Labor Relations professionals represent management in unfair labor practice and representation hearings before the Federal Labor Relations Authority and in impasse proceedings before the Federal Services Impasses Panel.
Flowchart Description: Employees are commonly hired as an Entry-Level (GS5-GS9) Performance Management/Employee Relations/Labor Relations Specialist from all other specialty areas or from outside the Federal Government. Less commonly, Entry-Level positions may be filled with a transfer from another job series. Also less commonly, employees from other specialties areas may advance directly to the Full Performance (GS11-GS12) Level, and the Expert (GS13-GS15) Level. From the Entry-Level (GS5-GS9), employees may advance to the Full Performance (GS11-GS12) Level, then to the Expert (GS13-GS15) Level, and then to the Managerial (GS15, SES) Level. From the Executive Services Policy advancement both the Full Performance (GS11-GS12) Level and the Expert (GS13-GS15) Level is common.
Select each career level for additional information.
