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Summary EBSA plays a vital role in protecting the retirement, health, and other job-based benefits of America's workers, retirees, and their families. We issue effective regulations, offer comprehensive education and assistance to workers, plan sponsors, fiduciaries, and service providers, and rigorously enforce the law. We serve workers, families, and the broader employee benefits community by protecting the security and integrity of the nation's benefit systems. Responsibilities Major duties include but are not limited to the following: Formulate and direct the implementation of effective programmatic policies and strategies for the Regional Office to ensure alignment with EBSA and DOL goals. Direct and oversee the technical and administrative supervision of a large and complex staff of professional, technical, clerical, and administrative work to carry out the agency mission. Analyze the probable effects of proposed Federal and State legislation on Regional Office operations and provide recommendations to the Regional Director for alternative courses of action. Represent the Regional Office in meetings with the Solicitor's Office and U.S. Attorneys to discuss civil actions, prosecution of criminal violations, and ensure compliance with ERISA mandates. Engage with plan administrators and service providers in discussions to negotiate actions necessary for bringing benefit plans into compliance with ERISA requirements. Demonstrate a comprehensive understanding of the EBSA's mission and regional objectives, ensuring alignment of program strategies with these goals. Oversee technical and administrative activities, including personnel management, budgeting, and resource planning, to ensure efficient operational support for the Regional Office's initiatives. Requirements Conditions of Employment Qualifications You must meet the Specialized Experience to qualify for Deputy Regional Director, as described below. For the GS-15: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level GS-14 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. Applicants are required to meet the following examples of specialized experience: Experience planning, developing, and executing short and long range regional program goals, including analyzing operational data, assessing emerging risks in employee benefit plans, forecasting resource needs, and designing program initiatives to strengthen agency's long term enforcement and outreach capabilities; AND Experience providing high-level technical guidance, advisory support, and subject-matter expertise to Investigator and Benefits Advisors teams on enforcement and compliance matters, including advising on investigative strategies, interpreting complex statutory and regulatory requirements, reviewing evidentiary findings, and ensuring alignment with regional and national office priorities; AND Demonstrate experience performing analysis and interpretation of ERISA Title I provisions and healthcare-related laws, including fiduciary standards, prohibited transactions, reporting/disclosure requirements, and health plan mandates, to evaluate compliance issues and develop authoritative recommendations. Education There is no substitution of education for the required specialized experience for this position at the GS-15 level. Additional 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. For more information, click Telework Position Information. This is not a remote work position. The selectee will report to an assigned DOL office location on a regular basis and is eligible for participation in telework as determined by management in accordance with DOL policy. Based on agency needs, additional positions may be filled using this vacancy. The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. 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.