PERFORMANCE ELEMENTS/ STANDARDS - HR Intern

*CRITICAL ELEMENTS

1. *Position Classification:a. Classification determinations are made consistent with VA and OPM standards and reflect proper

evaluation against relevant standards.b. Written documentation of the determination is sufficient to support the determination; position

Classification recommendations generally accepted. c. Reviews position descriptions and prepares a position evaluation statement to include correct pay

plan, series, title, and grade for occupations with directly applicable standards in the general schedule and federal wage system.

2. *Recruitment and Placement – Title 5:

a. Knowledge of staffing and placement requirements, authorities, procedures and OPM/VA reference citations to properly process basic personnel actions.

b. Ability to apply a variety of standard recruitment strategies to identify internal and external candidates (e.g., merit promotions, VA wide, reinstatement eligible, employee transfer, DEU).

c. Reviews applications to determines basic qualifications for appointment by applying OPM/VA procedures and qualification standards.

d. Demonstrates appropriate rating and ranking procedures for internal placement actions. e. Reviews SF-52 and verifies accuracy of information to be coded. f. Researches and locates pertinent information to assist higher-level HR specialists in a timely manner.g. Development of vacancy announcements, crediting plans. job analysis, KSA’s, and certificate of

applicants.h. Knowledge of performance based interview process and development of interview questions.i. Knowledge of professional standards boards and procedure for selecting board membership.

3. *Customer Service:

a. Provides customers with recommendations, alternatives and risk analysis when direct accomplishment of management objectives is not feasible or several courses of action may be present to accomplish goals. Customer feedback determines compliance. – Problem Solving, innovation

b. Ensures continuity of service during absences by anticipating customer needs and arranging for appropriate coverage. Customer feedback determines compliance.

c. Maintains periodic contact with managers, their representatives and other relevance entities to discuss problems, exchange information and become or remain informed to aid in anticipating and/or providing timely support. Customer feedback determines compliance.- Communication

NON CRITICAL ELEMENTS

4. Management Support:a. Participates in projects as directed by the Human Resources Management staff in support of critical

need, high priority and emergency situations. Actively contributes to creation of an atmosphere of team work – Collaboration and mutual respect with the HR Staff. Supervisor/Manager feedback determines compliance.

b. Demonstrates flexibility in reprioritizing assignments, contributing to special initiatives and assisting co- workers when workload demand require. -Adaptability Limits personal use of Internet, telephone and breaks to within reasonable parameters as defined and approved by the supervisor. Supervisor/Manager feedback determines compliance.

c. Effectively represents the HRMS when assigned to advisory groups or designated VAHMCS and/or task forces. Promptly attends assigned meetings and briefs supervisor on the group’s progress and concerns.

5. Change Management:a. Work constructively under stress, pressure, and ambiguity.b. Deals constructively with mistakes- considering them as opportunities to learn and grow.c. Maintains a positive attitude, optimism, and poise during times of when faces with changing demands,

priorities, and challenges. d. Keeps paces with work output requirements during busy and difficult periods.- Time Management e. Takes initiative to improve practices within own area of responsibility.