Not Required

Duties

The primary duties and responsibilities as the Supervisory Workers Compensation Claims Examiner include but are not limited to: Plan, lead, and direct claims adjudication activities and performance of a Unit and is held accountable to Agency management for all aspects In the process for that Unit. Each Unit is responsible for receiving, reviewing, examining, developing, preparing, adjudicating. and/or maintaining claims under their divisions' specific Act, which are frequently highly complex and controversial In nature. Manage the timeliness, quantity, and quality of work and service performed within the Unit- ensuring efficient and economical work operations within the Adjudicatory and/or District Office in order to provide prompt, professional service to the public. Supervise and monitor the work of claims examiners responsible for researching, examining, and studying evidence in claim files as well as identifying and analyzing complex questions of fact or law. As a Unit supervisor, the incumbent is responsible for the interpretation and implementation of OWCP policies and procedures In regards ta claims processing. Provides seasoned policy guidance, assistance, and direction to subordinate staff in order to resolve novel or precedent-setting issues, controversial interpretations of the law, and peculiar medical phenomena. Constantly draw upon knowledge and judgment when discerning between relevant and irrelevant factors in weighing the evidence and in evaluating a claimant's rights to benefits. The Issues involved may include the jurisdiction of the Act., employer-employee relationship, dependency status of beneficiaries in death cases, etc. Continuously monitor workload reports to ensure the Unit's performance meets their division and OWCP operational performance goals. Manage pending caseloads to ensure cases are processed timely. Review all categories of cases that subordinates process as a performance and quality control mechanism. Through sampling of case­ related data, the incumbent ensures the integrity of entries in automated systems such as status codes, name entries, address entries, medical condition codes, etc. Considerable initiative, originality, and ingenuity are required to be able to adapt or develop procedures and techniques suited to changing operating conditions and workloads.

Qualifications

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-13: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-12 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 Workers Compensation Claims Examiner includes: 1. Experience reading, interpreting, and applying government regulations. 2. Experience processing complex medical or compensation claims. 3. Experience reviewing and analyzing performance reports; determining priorities; and meeting organizational goals. 4. Experience dealing with both internal and external government customers. 5. Experience developing, mentoring, or leading staff.

Education

At this grade level there is no education substitute for specialized experience.

Other Information

The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interests and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements. Supervisory Financial Disclosure (If applicable): This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. This information will be required annually. Based on agency needs, additional positions may be filled using this vacancy. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.