Labor Category Definitions for GRA, Inc.

Project Leader

Assistant Project Leader

Senior HR Planning Specialist/Policy Specialist

HR Planning/Policy Specialist

Senior Employee Relations Specialist

Employee Relations Specialist

Senior Recruitment/Staffing Specialist

Recruitment/Staffing Specialist

Senior Position Classification Specialist

Position Classification Specialist

Senior Review and Integration Specialist

Review and Integration Specialist

Senior Outplacement Specialist

Outplacement Specialist

Senior Alternate Dispute Resolution (ADR) Specialist (Sr. Mediator)

Alternate Dispute Resolution (ADR) Specialist (Mediator)

Investigator (Pre-Screening or Misconduct Investigations)

Attorney-Investigator

Executive Search Consultant

Human Resources Assistant

Administrative Support Specialist

Office Assistant

Project Leader

Establishes goals, project and/or business plans for area(s) of responsibility and has broad latitude for making decisions on behalf of the company as concerns managing resources and processes attendant to complex and challenging projects. Sets goals, timetables, milestones, and makes commitments on behalf of the company.  Is the primary company interface with the client for the purposes of project management, contract management, and/or operations management.  Continually evaluates project status, resources assigned, status, and the quality and timeliness of required deliverables under the contract.  Identifies issues and problems impending project success and brings to the attention of company associates and/or the client for resolution.  Responds on behalf of the company to client concerns regarding the quality and timeliness of services being rendered.  Makes changes and adjustments to address client concerns and changing business and other conditions.  As needed, lends expertise, technical advice and assistance to other company associates or the client in meeting project needs.

Qualifications: At least 15 years of directly related work experience in one or more HR management, program, or policy analysis/research, or consulting disciplines OR an BA/BS  or advanced degree (e.g., MA/MS/MBA or PhD, etc.) and at least 10 years of work experience related to the consulting project or assignment.  Proven prior experience in leading broad HR organizational, management, program, policy or operational, or research projects requiring skillful planning, oversight, coordination, client interface and detailed knowledge of the subject matter and technical issues associated with the project.  

Assistant Project Leader

Establishes goals, project and/or business plans for area(s) of responsibility and has broad latitude for making decisions on behalf of the company as concerns managing l resources and processes attendant to the project/assignment.  Sets goals, timetables, milestones, and makes commitments on behalf of the company.  Is the primary company interface with the client for the purposes of project management, contract management, and/or operations management.  Continually evaluates project status, resources assigned, status, and the quality and timeliness of required deliverables under the contract.  Identifies issues and problems impending project success and brings to the attention of company associates and/or the client for resolution.  Responds on behalf of the company to client concerns regarding the quality and timeliness of services being rendered.  Makes changes and adjustments to address client concerns and changing business and other conditions.  As needed, lends expertise, technical advice and assistance to other company associates or the client in meeting project needs.

Qualifications: At least 10 years of directly related work experience in one or more HR management, program, or policy analysis/research or consulting disciplines OR a BA/BS degree and at least 6 years of work experience related to the HR consulting project/assignment.  Proven prior experience in leading HR organizational, management, program, policy, operational or research projects requiring skillful planning, oversight, coordination, and client interface.

Senior HR Planning/Policy Specialist

Is an authority on a full range of human capital management issues, many of which are of a highly complex nature.  Provides expert assistance to Federal agencies in human capital planning and/or analysis, policy analysis, research, and/or development, management, analysis, organizational effectiveness and/or related federal human resources issues.  Provides expert support for conducting analysis of HR planning or policy needs and future trends.  Other services may include program planning and/or compliance reviews, analyzing performance outcomes; negotiating performance benchmarks; preparing and presenting oral and written statistical, financial, and narrative reports regarding the status of performance measures and other required subjects of reporting.  Conducts HR research and analyses of labor market trends; workforce planning systems, and/or skill needs assessments.  Prepares new or modified HR policies, programs, and systems involving complex human resources related issues as requested by the client.

Qualifications:A Bachelor’s degree and at least six to ten years of directly related progressively responsible and in-depth human capital planning and or policy development experience for the Federal government performing the foregoing types of functions.  An additional four years of directly related HR planning or similar experience may be substituted for the Bachelor’s degree.

HR Planning/Policy Specialist

Assists clients in a range of human capital management issues involving varying levels of complexity. Provides a variety of assistance to Federal agencies in human capital planning and/or analysis, policy analysis, research, and/or development, management, analysis, organizational effectiveness and/or related federal human resources issues.  Provides expert support for conducting analysis of HR planning or policy needs and future trends.  Other services may include program planning and/or compliance reviews, analyzing performance outcomes; negotiating performance benchmarks; preparing and presenting oral and written statistical, financial, and narrative reports regarding the status of performance measures and other required subjects of reporting.  Conducts HR research and analyses of labor market trends; workforce planning systems, and/or skill needs assessments.  Prepares new or modified HR policies, programs, and systems involving a variety of human resources related issues as requested by the client.

Qualifications:A Bachelor’s degree and three to five years of human capital planning and or policy development experience performing the foregoing types of functions for the Federal government performing the foregoing functions.  An additional three years of related HR planning or similar experience in the public or private sector may be substituted for the Bachelor’s degree.

Senior Employee Relations Specialist

Is an authority on a full range of Employee Relations cases and issues, many of which are of a highly complex nature.  Provides expert assistance to Federal agencies in carrying out their authority to discipline employees – i.e., suspend, demote, furlough, or remove employees or take other actions that address workplace disputes.  May also be called upon to assist agencies in taking complex non-disciplinary actions such as medical inability to perform that impact employee performance, or reliability as well as the application of reasonable accommodation as it relates to the employment process, for applicants or current Federal employees.

Provides expert assistance to Federal agencies in carrying out performance-based actions to demote, or remove employees for "unacceptable performance;" review decisions of the Merit Systems Review Board and arbitrators to ensure that the laws and regulations are properly applied, and provide guidance to Federal agencies and employees on how to address and resolve poor performance.

Provides expert advice to Federal agencies in applying alternative methods to traditional, formal dispute resolution including mediation, facilitation, fact-finding, interest-based negotiation, and arbitration. All are designed to resolve employee-employer disputes in a way that is more efficient and more effective than traditional, adversarial methods of dispute resolution.

Qualifications:A Bachelor’s degree and at least six to ten years of directly related progressively responsible and in-depth Federal employee relations or similar (e.g., labor relations, alternative dispute resolution, mediation, labor relations, fact-finding/misconduct investigations, arbitration) experience performing the foregoing types of functions.  An additional four years of directly related Federal employee relations or similar experience may be substituted for the Bachelor’s degree.

Employee Relations Specialist

Assists clients in carrying out one or more employee relations activities.  For example:

Provides journey-level technical support to agencies in exercising their authority to suspend, demote, furlough, or remove employees in adverse actions are based upon misconduct, unacceptable performance, or a combination of both.

Assists Federal agencies in carrying out performance- based actions to demote, or remove employees for unacceptable performance.

Provides journey-level, knowledge, advice and assistance to agencies in one or more areas of alternative dispute resolution such as mediation, fact-finding, administrative inquiries, etc.

Qualifications:A Bachelor’s degree and three to five years of related employee relations or similar (e.g., labor relations, alternative dispute resolution, mediation, labor relations, fact-finding/misconduct investigations, arbitration) experience for the Federal government performing the foregoing functions.  An additional three years of related employee relations or similar experience in the public or private sector may be substituted for the Bachelor’s degree.

Senior Recruitment/Staffing Specialist

Is an authority on a full range of Recruitment, Staffing and Internal Placement issues, many of which are of a highly complex nature.  Provides expert assistance to Federal agencies in carrying out their authority to recruit – i.e., announce, develop crediting plans, rate and rank applications or take other actions that address the filling of positions from either internal or external sources.  May also be called upon to assist agencies in conducting job searches, developing assessment criteria and structured interview (behavioral interview) questions for use by agency officials.

Applies advanced skills and knowledge of Federal HR business processes to administer HR processes in recruitment and/or staffing. Provides HR process services and interacts with clients to provide HR advisory services to Federal HR policy and operations specialists. For example, may be asked to perform some or all of the following tasks: performs job analysis, develops crediting plans and recruitment plans; develops or interprets HR policy or guidance; prepares HR reports or analytics; responds to technical questions received via phone or email. Senior Recruitment and Staffing Specialists evaluate employment factors such as job experience, education and training, skills, knowledge and abilities, physical and personal qualifications, and other data pertinent to classification, selection, and referral. Prepares rating on applicants, makes recommendations on starting salaries, and provides applicants with information as needed.  May check references, extend formal job offers, work with outside agencies and vendors, etc.

Qualifications:A Bachelor’s degree and at least six to ten years of directly related progressively responsible and in-depth Federal staffing and recruitment experience performing the foregoing types of functions.  An additional four years of directly related Federal staffing or similar experience may be substituted for the Bachelor’s degree.

Recruitment/Staffing Specialist

Provides assistance to clients in carrying out their authority to recruit and staff – i.e., announce, develop crediting plans, rate and rank applications or take other actions that address the filling of positions from either internal or external sources.  May also be called upon to assist agencies in conducting job searches, developing assessment criteria and structured interview (behavioral interview) questions for use by agency officials.

Applies journey level skills and knowledge of Federal HR to administer HR processes in recruitment and/or staffing. Provides HR process services and interacts with clients to provide HR advisory services to Federal HR policy and operations specialists.  For example, may be asked to perform some of the following tasks: performs job analysis, develops crediting plans and recruitment plans; develops or interprets HR policy or guidance; prepares HR reports or analytics; responds to technical questions received via phone or email.   Evaluates employment factors such as job experience, education and training, skills, knowledge and abilities, physical and personal qualifications, and other data pertinent to classification, selection, and referral. Prepares rating on applicants, makes recommendations on starting salaries, and provides applicants with information as needed.  May check references, extend formal job offers, work with outside agencies and vendors, etc.

Qualifications:A Bachelor’s degree and at least three to five years of directly related progressively responsible and in-depth Federal staffing and recruitment experience performing the foregoing types of functions.  An additional four years of directly related Federal staffing or similar experience may be substituted for the Bachelor’s degree. 

Senior Position Classification Specialist

Is an authority on a full range of position classification/management and/or compensation issues, many of which are of a highly complex nature.  Provides expert assistance to Federal agencies in carrying out their authority to classify and manage positions.

The Senior Specialist maybe responsible for performing a variety of more difficult and complex assignments in various phases of position classification and/or compensation administration. May conduct special occupational or job analysis studies. Responsibilities include analysis recommendations for classification of a wide variety of positions, and development of recommendations for new or revised classification titles, series of positions. Assignments involve working with the more complex and dynamic organizations in terms of reorganizations, realignments or the need to classify positions where there is little classification and pay precedent.  Duties require the exercise of considerable judgment in the application of classification theory, principles and methods and the ability to deal tactfully with officials in departments and agencies.

Receives and reviews a variety of the more complex and difficult classification requests; discusses duties and responsibilities of positions under review by field audit; advises departmental officials of alignment effects of given classification requests on other positions, overlapping functions or organizational relationship problems; prepares audit reports with recommendations for appropriate action.

Performs a variety of special assignments of a comprehensive nature relating to classification or pay; also performs detailed studies and analyses that are complex in nature with responsibility for providing recommendations for final action and verbal presentation of findings to departmental officials.

Qualifications: A Bachelor’s degree and at least six to ten years of directly related progressively responsible and in-depth Federal position classification/management and/or compensation experience performing the foregoing types of functions.  An additional four years of directly related Federal position classification or similar experience may be substituted for the Bachelor’s degree.

Position Classification Specialist

Assists clients in carrying out their position classification/management and/or compensation responsibilities.  For example:

Provides technical support to agencies in exercising their authority to conduct occupational or job analysis studies, and may be assigned to provide classification service for groups of organizations within the agency.  Responsibilities include analysis and the rendering of advisory opinions on classification of a wide variety of positions, and development of recommendations for new or revised classification titles, series of positions. Assignments involve working with reorganizations, realignments or the need to classify positions where there is little classification and pay precedent.  Duties require the exercise of judgment in the application of classification theory, principles and methods and the ability to deal tactfully with officials in departments and agencies. 

Receives and reviews a variety of classification requests; discusses duties and responsibilities of positions under review by field audit; advises officials of alignment effects of given classification requests on other positions, overlapping functions or organizational relationship problems; prepares audit reports with recommendations for appropriate action.

Performs a variety of assignments of a comprehensive nature relating to classification or pay; also performs studies and analyses with responsibility for providing recommendations for final action and verbal presentation of findings to officials. 

Qualifications:A Bachelor’s degree and three to five years of position classification/management and/or compensation experience for the Federal government performing the foregoing types of functions.  An additional three years of related position classification or similar experience in the public or private sector may be substituted for the Bachelor’s degree.

Senior Review and Integration Specialist

Conducts detailed reviews or evaluations of human resources systems and/or programs, organizational structures, HR workflow processes, and/or process reengineering in complex environments. Extensive knowledge of and experience in applying management tools and fundamental review concepts.

Performs complex functional analyses of HR administrative and/or programmatic areas to identify and describe specific characteristics for defining functions and establishing functional relationships.  This may include aligning functions within an existing organizational structure to take advantage of subject matter expertise; recommending new organizational structures that incorporate existing and newly defined functions; and demonstrating how management can maintain organizational flexibility within a structure that requires a high level of expertise across diverse functional areas by utilizing approaches such as matrix management.

Develops and/or utilizes HR standards, regulations, metrics and other means to evaluate programs and systems or to assess organizational performance or adherence to federal or agency HR requirements.

Qualifications:A Bachelor’s degree and at least six to ten years of directly related progressively responsible and in-depth HR program, policy, and/or systems evaluation or review experience performing the foregoing types of functions.  An additional four years of directly related or similar experience may be substituted for the Bachelor’s degree. 

Review and Integration Specialist

Assists clients in conducting reviews and evaluations of HR systems and or programs, organizational structures, HR workflow processes, and/or process reengineering.  Journey-level knowledge of and experience in applying management tools and fundamental review concepts.

Performs moderately detailed functional analyses of HR administrative and programmatic areas to identify and describe specific characteristics for defining functions and establishing functional relationships.  This may include aligning functions within an existing organizational structure to take advantage of subject matter expertise; recommending new organizational structures that incorporate existing and newly defined functions; and demonstrating how management can maintain organizational flexibility.

Develops and/or utilizes HR standards, regulations, metrics and other means to evaluate programs and systems or to assess organizational performance or adherence to federal or agency HR requirements. 

Qualifications:A Bachelor’s degree and three to five years of HR program, policy, and/or systems evaluation or review experience performing the foregoing types of functions for the Federal government. An additional three years of related position classification or similar experience in the public or private sector may be substituted for the Bachelor’s degree.

Senior Outplacement Specialist

Is an authority on a full range of Outplacement Services for employees displaced due to downsizing, reorganization, workforce restructuring, competitive sourcing, reduction in force and other related activities.

Provides expert assistance to clients in establishing career transition centers, conducting on-site training and helping employees develop resumes and prepare for job interviews.  Supports employees undergoing the separation process by providing comprehensive advice on their abilities, prospects, marketing their employment portfolio and considering alternative career directions, all designed to make their transition as smooth as possible.

Provides expert training, counseling and guidance in areas such as self-assessment; knowledge, skills, and abilities (KSA) assessment; job aptitude/interest inventories; group and individual counseling; career and job workshops; resume writing; job search methods; interview and negotiation techniques; stress management; personal financial management; and job training; and provides retirement assistance.

Qualifications: A Bachelor’s degree and at least six to ten years of directly related progressively responsible and in-depth staffing, reduction-in-force (RIF), priority placement programs and/or outplacement services experience performing the foregoing types of functions.  An additional four years of directly related Outplacement Services or similar experience may be substituted for the Bachelor’s degree.

Outplacement Specialist

Assists clients with Outplacement Services for employees displaced due to downsizing, reorganization, workforce restructuring, competitive sourcing, reduction in force and other related activities.

Provides assistance to Federal agencies in career transition centers, conducting on-site training and helping employees develop resumes and prepare for job interviews.  Supports employees undergoing the separation process by providing comprehensive advice on their abilities, prospects, marketing their employment portfolio and considering alternative career directions, all designed to make their transition as smooth as possible. 

Provides training, counseling and guidance in areas such as self-assessment; knowledge, skills, and abilities (KSA) assessment; job aptitude/interest inventories; group and individual counseling; career and job workshops; resume writing; job search methods; interview and negotiation techniques; stress management; personal financial management; and job training; and provides retirement assistance.

Qualifications:  A Bachelor’s degree and three to five years of staffing, reduction-in-force (RIF), priority placement programs and/or outplacement services experience in the Federal government performing the foregoing functions.  An additional three years of related outplacement services or similar experience in the public or private sector may be substituted for the Bachelor’s degree.

Senior Alternate Dispute Resolution (ADR) Specialist (Sr. Mediator)

Is an authority in applying alternative methods to traditional, formal dispute resolution including mediation, fact-finding, interest-based negotiation, peer review, counseling and/or arbitration.  All are designed to resolve employee-employer disputes in a way that is more efficient and more effective than traditional, adversarial methods of dispute resolution.  Has expert experience in understanding and resolving employee disputes.  May be called upon to provide expert assistance to the agency and employee in establishing a neutral method of dispute resolution and administrative review.  May act as an ombudsperson, mediator, counselor, fact-finder and/or other facilitative resource at informal resolution sessions. Reviews cases, applications, files, records, etc., to determine action to be taken. 

Provides expert and thorough knowledge of appropriate laws, rules, regulations, policies and procedures in advising employees and agency officials.  Researches the claimant's case to ensure that all aspects of the case are addressed at the informal resolution meeting and that claimants have enough knowledge and information to obtain a fair settlement.  Uses expertise in reviewing related administrative and appropriate case documents.  May be responsible for performing related administrative tasks including the preparation of appropriate case documents, filing, and computer input or reporting.

Qualifications:A Bachelor’s degree and at least six to ten years of directly related progressively responsible and in-depth Alternate Dispute Resolution (ADR) experience performing the foregoing types of functions.  An additional four years of directly related Federal ADR or similar experience may be substituted for the Bachelor’s degree.

Alternate Dispute Resolution (ADR) Specialist (Mediator)

Is a journey-level authority on understanding and resolving employee disputes.  Provides assistance to clients in carrying out their authority to avoid formal hearings and  litigation for the protection of the interests of both the employee and the agency via a neutral method of alternative dispute resolution and/or administrative review.

Provides thorough knowledge of appropriate laws, rules, regulations, policies and procedures in advising employees and agency officials.  May act as an ombudsperson, mediator, counselor, fact-finder and/or other facilitative resource at informal resolution sessions.  The ADR Specialist provides claimants with vital information concerning their rights, options and benefits, and researches the claimant's case to ensure that all aspects of the case are addressed at the informal resolution meeting.  Facilitates resolution between the disputing parties at an informal resolution hearing, remaining impartial to both parties. Settles or resolves issues or complaints.  May be responsible for performing related administrative tasks including the preparation of appropriate case documents, filing, and computer input or reporting.

Qualifications:A Bachelor’s degree and at least three to five years of directly related progressively responsible and in-depth ADR experience performing the foregoing types of functions.  An additional four years of directly related Federal ADR or similar experience may be substituted for the Bachelor’s degree.

Investigator (Pre-Employment Screening or Misconduct Investigations)

Experienced at conducting thorough pre-employment screenings or investigations into allegations of employee misconduct, some of which are of a complex nature.  Pre-employment and misconduct issues may require detailed inquiry and may concern violations of policy, rules, regulations, or law that could result in discipline, disqualification, removal or disbarment from Federal employment. Experienced in the full range of pre-employment inquiries (e.g., reference checking) and/or in all three major phases of misconduct investigations: preparing for the investigation; securing written statements, obtaining documentary evidence and developing statistical information when required; and preparing the Report of Investigation.

For misconduct investigations, takes written statements signed under penalty of perjury from parties having knowledge pertinent to the alleged employee misconduct, assembles the investigative files, and prepares the applicable report of investigation (ROI).   The investigation includes a thorough review of the circumstances under which the alleged misconduct occurred. For pre-screening investigations, obtains information and documentation relative to candidate suitability for employment.  Findings are then prepared and presented in a clear, logical, impartial, and properly documented manner to enable the agency to determine and support the appropriate course of action.  Applicable laws, rules, regulations, policies and employment practices are referenced to provide a basis and context for investigative findings.

Qualifications: A Bachelor’s degree and three to five years of fact-finding/investigative or similar (e.g., recruitment/staffing, employee relations, labor relations, alternative dispute resolution, mediation, or arbitration) experience in the Federal government performing the foregoing types of functions. Knowledgeable of investigative methodologies used to conduct fact finding, collect information and summarize feedback. This includes interviewing, reference-checking, probing, corroborating and conducting other types of fact-finding.  Knowledgeable of Federal employment, employee relations, and EEO principles as well as standards of conduct, merit principles, prohibited personnel practices and other Title 5 employment related matters.  An additional three years of related experience in the public or private sector may be substituted for the Bachelor’s degree.

Attorney-Investigator (Misconduct Investigations)

Experienced at conducting comprehensive investigations into complex allegations of employee misconduct, including at preparation of analyses of the issues and applicable case law.  Alleged misconduct may concern violations of policy, rules, regulations, or law that could result in discipline, disqualification, removal or disbarment from Federal employment, contracts, entitlements or benefits.  Experienced in all three major phases of misconduct investigations:   preparing for the investigation; securing written statements, obtaining documentary evidence and developing statistical information when required; and preparing the Report of Investigation.

Takes written statements signed under penalty of perjury from parties having knowledge pertinent to the alleged employee misconduct, assembles the investigative files, and prepares the applicable report of investigation (ROI).   Obtains other information and documentation relative to the allegations.  Findings are then prepared and presented in a clear, logical, impartial, and properly documented manner in a Report of Investigation to enable the agency to determine and support the appropriate course of action in an employee misconduct case.  The investigation includes a thorough review of the circumstances under which the alleged misconduct occurred.  Applicable laws, rules, regulations, policies and practices are referenced to provide a basis and context for investigative efforts.

Qualifications:A law degree and three to four years of fact-finding/investigative or similar (e.g., practice of law, employee relations, labor relations, alternative dispute resolution, mediation, or arbitration) experience in the Federal government performing the foregoing type of functions.  Knowledgeable of the law and investigative methodologies used to conduct fact finding and other inquiries, including surveillance techniques.  This includes interviewing, probing, corroborating and summarizing information.  Highly knowledgeable of Federal employee relations and EEO principles and regulatory requirements covering, anti-discrimination laws, disciplinary and adverse actions, ethics, standards of conduct, merit principles, prohibited personnel practices and other Title 5 employment related matters.

Executive Search Consultant

Consultant plans and executes exhaustive searches for senior level experts as well as high level managers and executives. May be assigned to hard to fill positions that have a high level of difficulty in attracting viable candidates because of the unique and specialized nature of the job, a highly competitive labor market, and/or because prior recruitment efforts have failed to yield highly qualified candidates. The Consultant develops a thorough understanding of an organization’s mission and business processes as related to recruitment of high level talent and coupled with an expert knowledge of executive search principles and practices, conducts internal focus meetings with subject matter experts and managers to ascertain the key elements and characteristics that are needed in the position to be filled. Typically prepares for client review a detailed talent sourcing and search strategy involving a variety of marketing and media outlets. May be asked to draft supportive outreach and recruitment material and present to the client.  Consultant may use his/her personal networks and contacts to aid in the talent search for viable candidates and may assist the client in conducting reference checks, conducting pre-interview screening or otherwise vetting prospective candidates for the consideration of selecting officials.

Qualifications: A Bachelor’s degree and at least three to five years of directly related progressively responsible and in-depth executive search experience performing the foregoing types of functions.  An additional four years of directly related HR staffing or similar experience may be substituted for the Bachelor’s degree.

Human Resources Assistant

Provides technical assistance and/or support to HR or other administrative professionals in one or more functional areas of human resources (e.g., HR planning, recruitment/staffing, position classification, employee relations, outplacement, HR reviews, etc.).  For example: In the recruitment and staffing area may provide intake support such as logging requests for recruitment action searching files for existing relevant materials, developing announcements, rating and ranking applications, preparing certificates etc for routine occupations and positions. Also, may assist in conducting and/or performing duties in the review of OPFs, development and review of eOPFSs and in processing personnel actions. In the classification area may perform classification support or technician support work for routine positions such as technical and clerical positions, completes OF-8s and other documentary evidence, maintains classification files and assists consultants in the performance of their duties. In the employee relations area may perform technical support work through the establishment, maintenance and retrieval of employee relations case files and materials, update case tracking logs, and/or perform routine internet or other research to support employee relations specialists.

Qualifications: At least two years of experience in an operating office environment that provided the opportunity to assist HR or management professionals in one or more disciplines in the performance of their duties.  Working knowledge of office support hardware and software and document preparation. A high school diploma or GED.

Administrative Support Specialist

Performs a variety of administrative functions to support the operations of an organizational unit. Functions may include establishing and maintaining filing systems, data input processes, logs and tracking mechanisms and/or assisting management in the preparation, recordation and reconciliation of administrative documents. May be called upon to interface with administrative providers in the organization such as facilities and space management, human resources, security and financial management offices; scheduling and maintenance of key official’s calendars; and, similar duties that require seasoned judgment, tact and discretion and an understanding of the business environment.  

Qualifications:  At least two years of experience in an office environment which provided the opportunity to become involved with administrative support processes and practices. Working knowledge of office support hardware and software and document preparation; high school diploma or GED.

Office Assistant

Prepares routine material, performs data input into pre-formatted data bases, files, copies and performs other clerical and office assistance tasks.  May answer phones, distribute materials and perform other such clerical/administrative duties.

Qualifications: At least one year experience in an office environment with working knowledge of office support hardware and software and document preparation; high school diploma or GED.