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The Management Analyst III will work within the Bureau of Human Resources (HR), Office of Civil Service Human Resource Management (CSHRM).


The candidate will evaluate both competitive examining and merit staffing and recruitment actions and decisions in support of the Department of State’s Human Capital Accountability Program. He/she will also evaluate the civil service classification and fair labor standards determinations to confirm proper compliance in accordance with the Office of Personnel Management Classification rules and regulations, as well as department guidance to ensure consistency within the Department. Specifically, the incumbent will review pertinent position descriptions, staffing documentation, i.e. vacancy announcements, job analyses, and crediting plans, certificate of eligibility to ensure compliance with Merit System Principles, applicable laws, rules, regulations, and internal policies and procedures.

The work requires comprehensive knowledge of federal recruitment, staffing and classification or Fair Labor Standards Act laws and HR/CSHRM goals, objectives, services, and programs, as well as the individual needs of client bureaus, strong writing, editing, analytical and team facilitation skills, and the ability to interact with management officials at all levels of HR and client bureaus. The incumbent must also be able to deal with a wide variety of issues; identify and take into account interrelationships between subject areas and customer requirements; recommend alternatives to HR/CSHRM and/or client bureau management; and provide operational support in a variety of functions.

The candidate will comply with all appropriate controls and procedures to protect organizational integrity and prevent unauthorized use of all sensitive but unclassified HR material and equipment in assigned areas:

  • Record System: The contractor shall plan and maintain a way to keep track of responses, decisions, and interpretations made during employment.
  • Dissemination of Information: There shall be no dissemination or publication of information developed specifically as a result of this contract without prior written approval from the Contracting Officer.
  • Computer, Internet, and Network Security: The contractor shall exercise due diligence in implementing commercial best practices with regard to computer, Internet, and network security to ensure the confidentiality, integrity, and availability of information and services needed to meet the requirements of this contract.
  • Data Ownership: Information developed specifically as a result of information provided by the Department of State shall be considered the property of the Department of State. Proprietary systems, programs, and materials that already exist remain the property of the contractor.
  • Disposition of Data: The contractor shall provide written proof of disposal of data provided by the Department of State within 60 days of final contract closeout.


  • Participate on cyclical Human Capital Accountability Reviews (HCAR) and Classification/FLSA Compliance Reviews annually
  • Review Department-wide recruitment processes and documentation via bureau case files and Official Personnel Folders to evaluate compliance
  • Make recommendations for the development of internal policies, procedures, and processes that will facilitate improved and uniform performance
  • Provide advice and assistance on ways to achieve optimal efficiencies, promote the Department’s effectiveness, and conform to applicable laws, regulations, directives, standards and guidelines for the Civil Service staffing and recruitment HCAR and the Classification and Fair Labor Standards processes
  • Conduct appropriate research, coordinate with CSHRM staff or others to document and resolve complex staffing, classification, fair labor standard findings and corrective actions, where appropriate
  • Document findings specific to each case reviewed via compliance sheets
  • Prepare HCAR and Class/FLSA compliance reports of findings for individual cases using CSHRM's established methodology and template
  • Review civil service classification processes and position descriptions manually and via the Automated Classification Recruitment System to evaluate compliance


  • Experienced Staffing, Classification and FLSA professionals at the GS-12/13 equivalency level;
  • Mastery of and skill in applying, advanced principles, concepts, laws, and systems of Human Resources Management to analyze long term recruitment and best-in-class recruitment strategies (i.e., job analyses, crediting plans and vacancy announcements);
  • Mastery of and advanced skill in state-of-the art automated recruitment systems to assist in the Department of State assessment of automated staffing work;
  • Mastery of and skill in assessing complex Classification and FLSA issues to assist in establishing Department-wide policies and guidelines
  • In-depth knowledge of Federal personnel laws, regulations, policies, and practices which impact the Civil Service (i.e., 5 CFR, Qualification Standards);
  • In-depth working knowledge of the Office of Personnel Management’s Classification standards and policies to identify and analyze erroneous classifications; and
  • Certified by the Office of Personnel Management in Delegated Examining, preferred.
  • Resource should be professional, multi-task oriented, ability to work in a high volume and stressful environment, flexible and team spirited.


Candidates must have a SECRET security clearance as time of appointment.

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We are an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected Veteran status, gender identity and sexual orientation. If you’d like more information about your EEO rights as an applicant under the law, please copy and paste the links to the following two sites:

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