Supervisory Clerk (MSP)

Full Job Description

WHERE CAN I FIND OUT MORE ABOUT OTHER IRS CAREERS? Visit us on the web at www.jobs.irs.gov Federal experience is not required.

The experience may have been gained in the public sector, private sector or Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis.

To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week, on your resume.

You must meet the following requirements by the closing date of this announcement: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the next lower level within the payband or GS grade in the normal line of progression in the Federal service that demonstrates the required managerial skills and technical competence required to perform the job.

To be qualifying for this position your experience must include: Experience that demonstrated management/leadership experience such as applying management techniques, methods, theories, principles, or labor relations concepts for the accomplishment of all program objectives with combined technical and administrative oversight.

This experience may have been gained through work experience as a project/program manager, team lead or project/program lead, technical advisor, or senior specialist/analyst that included managing resources, providing support to managers, mentoring team members, providing day to day guidance training and/or oversight of peers or others.

Experience applying regulations, other official guidance and principles, including the latest procedures and techniques sufficient to oversee the planning, development and implementation of the technical aspects of programs specific to the position being filled.

Experience applying communicative techniques to effectively and diplomatically interact with internal and external customers.

AND TIME AFTER COMPETITIVE APPOINTMENT: By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment.

For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens." Go to Understanding the IRS Paybands for GS/IR conversion.

For more information on qualifications please refer to OPM's Qualifications Standards. Major Duties:

WHAT IS THE TS - TAXPAYER SERVICE DIVISION?

A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions Vacancies will be filled in the following specialty areas: Taxpayer Services Service Centers Austin Submission Processing Taxpayer Services Service Centers Kansas City Submission Processing Taxpayer Services Service Centers Ogden Submission Processing The following are the duties of this position at the full working level.

If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position.

As a Front Line Manager you will: Plan work to be accomplished by subordinates, sets and adjusts short-term priorities and prepares schedules for completion of work.

Assign work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees.

Evaluate work performance of subordinates and makes recommendations for outstanding performance recognition and/or disciplinary action.

Give advice, counsel or instruction to employees on work and administrative matters.

Interview candidates for positions within the organization/unit and recommend appointment, promotion or reassignment to such positions.

Hear and resolve complaints from employees, refer group grievances and/or more serious unresolved complaints as appropriate.

Effect minor disciplinary measures, such as warnings and reprimands, recommend other actions in more serious cases.

Identify developmental and training needs of employees, providing or arranging for needed development and training.

Initiate ways to improve production, work processes and/or to increase the quality of the work directed.