Summary The Leadership Development Practitioner is responsible for supporting ILEAD's leadership development programs by identifying, developing, and strategically managing leadership talent across VA and VHA by providing and supporting a range of programs and resources to prepare VA employees to become better leaders. Responsibilities The major duties of this position include but are not limited to: Identify and administer leadership assessment tools to measure and evaluate the leadership traits of employees, up to and including senior executives. Interpret and apply leadership assessment tool results for use in the recruitment, selection, and development of employees for leadership programs/resources. Counsel employee talent using assessment data to help the client understand his/her capacity for leadership, identify and explore traits or behaviors to strengthen or modify in meeting leadership abilities, and set goals with the client to develop realistic training or career expectations for achieving leadership goals. Analyze and translate leadership assessment results into research studies that provide advisement and consultation to senior leadership/stakeholders on the direction, barriers, or limits of current/proposed leader development strategies. Collaborate with peers to develop, implement, and/or provide consult on instructional modules, resources, or special projects for use in leadership development programs. Serve as principal advisor and resource to staff and leadership, and to clients and stakeholders, on the psychological principles, theories, and methods that shape leadership behaviors and skills/capacities. Make authoritative recommendations on leadership development methods, policies, and plans in alignment with professional training and judgment to senior executives/leaders, including various executive boards, councils and committees, program office staff, field-based offices, and employees. Facilitate and mitigate difficult and complex situations that may be triggered by employee talent involvement in leadership development programs (e.g., simulation exercises, counseling/coaching, assessment debrief). Work Schedule: Monday-Friday 8am-4:30pm Compressed/Flexible: May be available Telework: This position is authorized for telework. Telework eligibility will be discussed during the interview process. Remote: This is NOT a remote position. You must live within or be willing to relocate within a commutable distance of the duty location. Position Description/PD#: Personnel Psychologist - Leadership Development Practitioner/PD028270 Relocation/Recruitment Incentives: Not Authorized Permanent Change of Station (PCS): Not Authorized Financial Disclosure Report: Not required Requirements Conditions of Employment You must be a U.S. Citizen to apply for this job Selective Service Registration is required for males born after 12/31/1959 You may be required to serve a probationary period Subject to background/security investigation Selected applicants will be required to complete an online onboarding process Qualifications To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 12/26/2024. Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. INDIVIDUAL OCCUPATIONAL REQUIREMENT: You must first meet Basic Education Requirements for this position as described below. Transcripts are REQUIRED. A graduate or undergraduate degree with a major or equivalent in Psychology. ~AND~ A Selective Placement Factor* has been requested by the facility to help determine which of the basically qualified applicants are likely to be better qualified for this position. The selective placement factor for this position is: Formal education in industrial/organizational psychology and use of leadership personality tools (Hogan). This work requires specialized, administrative (non-clinical) experience in identifying, developing, and measuring leadership competencies within employee populations. Formal I/O Psychology training is the accepted industry standard for personnel psychology work. You must provide evidence of your knowledge, skills, or abilities that meet the above Selective Placement Factor in your Resume/OF-612 in order to receive credit. *Selective Placement Factors represent knowledge, skills, or abilities that are essential for successful job performance and cannot reasonably be acquired on the job during the period of orientation/training customary for the position. Selective Placement Factors will be used for qualification purposes. Applicants with no evidence of the Selective Placement Factor present in their Resume/OF-612 will be disqualified from consideration. ADDITIONAL QUALIFICATIONS: In addition to meeting the basic education requirement, you must have specialized experience as described below. Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade, GS-12, in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: Counseling employee talent using assessment data to help the client understand their capacity for leadership. Identifying and exploring traits or behaviors to strengthen or modify in meeting leadership abilities. Setting goals with the client to develop realistic training or career expectations for achieving leadership goals. Collaborating with peers to develop, implement, and/or provide consult on instructional modules, resources, or special projects for use in leadership development programs. Serving as principal advisor and resource to staff and leadership, and to clients and stakeholders, on the psychological principles, theories, and methods that shape leadership behaviors and skills/capacities. Identifying and administering leadership assessment tools to measure and evaluate the leadership traits of employees, up to and including senior executives. Interpreting and applying leadership assessment tool results for use in the recruitment, selection, and development of employees for leadership programs/resources. You will be rated on the following Competencies for this position: Psychological Assessment- Knowledge of, and ability to apply, a wide range of professional psychological theories and assessment methods to diverse patient populations. Psychology- Knowledge of human behavior and performance in various contexts, mental processes, or the assessment and treatment of behavioral and affective disorders. Interpersonal Skills- Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences. Research- Knowledge of the scientific principles, methods, and processes used to conduct a systematic and objective inquiry; including study design, collection, analysis, and interpretation of data; and the reporting of results. Communications- Effectively expresses information to multiple audiences through clear, convincing oral and written communications; demonstrates logical thinking when describing facts and concepts, and shapes communications to meet the needs of a specific audience; actively listens to others and demonstrates understanding of their comments and/or questions. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Note: A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. Physical Requirements: Work is performed while sitting at a desk, at conferences, briefings, meetings, in classrooms and the equivalent. The work is primarily sedentary but may require prolonged standing in front of groups. Must work multiple projects simultaneously and handle occasional high levels of stress and conflicting priorities. Work also involves travel and may include prolonged standing, walking, and transport of instructional supplies and/or equipment in excess of 30 lbs. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/. Education IMPORTANT: A transcript must be submitted with your application if you are basing all or part of your qualifications on education. Note: Only education or degrees recognized by the U.S. Department of Education from accredited colleges, universities, schools, or institutions may be used to qualify for Federal employment. You can verify your education here: http://ope.ed.gov/accreditation/. If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript in order to receive credit for that education. For further information, visit: https://sites.ed.gov/international/recognition-of-foreign-qualifications/. Additional Information The Career Transition Assistance Plan (CTAP) provide eligible displaced VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy. To be well-qualified: applicants must possess experience that exceeds the minimum qualifications of the position including all selective factors, and who are proficient in most of the required competencies of the job. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. During the application process you may have an option to opt-in to make your resume available to hiring managers in the agency who have similar positions. Opting in does not impact your application for this announcement, nor does it guarantee further consideration for additional positions. This job opportunity announcement may be used to fill additional vacancies. VA encourages persons with disabilities to apply. The health-related positions in VA are covered by Title 38, and are not covered by the Schedule A excepted appointment authority. If you are unable to apply online or need an alternate method to submit documents, please reach out to the Agency Contact listed in this Job Opportunity Announcement. Under the Fair Chance to Compete Act, the Department of Veterans Affairs prohibits requesting an applicant's criminal history prior to accepting a tentative job offer. For more information about the Act and the complaint process, visit Human Resources and Administration/Operations, Security, and Preparedness (HRA/OSP) at The Fair Chance Act.