Supervisory Ombudsman

Full Job Description

As a Supervisory Ombudsman, you will supervise the staff of the Ombudsman Office. Through the staff, you will facilitate the processing of the Office of the Ombudsman work products.

This position is Outside the bargaining unit. IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.

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 WHETHER YOU HAVE AT LEAST ONE YEAR OF CREDITABLE SPECIALIZED EXPERIENCE. DATES WILL NOT BE ASSUMED.

For GS-15: 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 Supervisory Ombudsman, GS-15 includes: Providing guidance and assistance on the benefits available under such programs as: *Energy Employees Occupational Illness Compensation Program (EEOICP); Understanding a range of medical conditions, as well as regulations, policies and procedures, to analyze issues and tailor advice and recommendations with respect to benefits; Supervising or leading staff; Fostering communication and working relationships with both internal and external contacts to communicate requirements that relate to the application process or resolution of benefits issues; Compiling and organizing data and/or facts to identify missing, incomplete or conflicting information and to reach conclusions.

Major Duties:

Major Duties The Office of Ombudsman

provides information and guidance on the benefits available under the Energy Employees Occupational Illness Compensation Program Act and on the requirements and procedures applicable to the provision of these benefits,

provides guidance and assistance to claimants,

makes recommendations to the Secretary of Labor on where to locate resource centers for the acceptance and development of claims, and

as required by law, submits an annual report to Congress which outlines the numbers and types of complaints, grievances, and requests for assistance received by the Ombudsman, and provides an assessment of the most common difficulties encountered by claimants and potential claimants during the year.

The primary duties and responsibilities as the Supervisory Ombudsman include but are not limited to: Providing information on the benefits available under parts B and E of EEIOCPA and on the requirements and procedures applicable to the provision of such benefits.

Providing guidance and assistance to claimants.

Consulting with the Office of Workers' Compensations Programs (OWCP) concerning complaints received from claimants and potential claimants under Parts B and E of the EEOICPA and providing recommendations to OWCP and Department on the location of resource centers for the acceptance and development of claims for benefits under the EEOICPA.

Conducting outreach activities to advise and educate the public about the responsibilities of the Ombudsman. As required by the statute, providing an annual report to Congress, which includes

the number and types of complaints, grievances, and requests for assistance received from claimants and potential claimants and

an assessment of the most common difficulties encountered by claimants and potential complainants under Parts B and E on the EEOICPA.

Supervising the staff ensuring that the work is accurate, prepared correctly, and timely to meet the needs of the serviced population.

Responsible for explaining and providing assistance and guidance concerning EEOICPA requirements; establishes objectives, time frames, priorities, and standards to meet the Office's mission relating to these requirements and makes major adjustments to achieve objectives; provides guidance and direction in resolving major problems that may arise.

Planning and scheduling ongoing production-oriented work on a quarterly and annual basis or directs similar duration assignments.

In addition, adjusts staffing levels or work procedures within the organizational unit(s) to accommodate higher echelons' resource allocation decisions; justifies the purchase of new equipment for work products; oversees the development of technical data, estimates, statistics, suggestions, and other information useful in determining which goals and objectives to emphasize; decides the methodologies to use in achieving work goals and objectives and in determining other management strategies and other duties assigned.