Residential Security Coordinator

All selected candidates must be able to obtain and hold a:

• 
  Public Trust security clearance.

All selected candidates will be subject to a background investigation.
Selected candidate must be able to begin working within a reasonable period of time upon receipt of agency authorization and/or clearances/certifications or their candidacy may end.

Completion of high school is required.

Please address this factor in your ERA application under Education.

You will be evaluated against the qualifications and requirements in this vacancy announcement.
You may be asked to complete a pre-employment language or skills test.
You must complete the application form and provide the required documents. Your application must address all the position qualifications and requirements including education, experience, language, and any knowledge/skills/abilities listed. If you fail to submit a complete application, then your application may be disqualified for this position.

Experience:

Minimum of two (2) years of office administrative experience that includes managing customer inquiries, complaints, and drafting reports and correspondence is required.

Please address this factor in your ERA application under Major Duties and Responsibilities.

Language:

English Level - Fluent- Reading/Writing/Speaking, may include the ability to translate (this will be tested)

French Level - Rudimentary knowledge (this will be tested)

Please address this language requirement in your ERA application.

Job Knowledge:

Knowledge of procedures related to residential security concepts, principles, and techniques.

Please address this factor in your ERA application under Major Duties and Responsibilities.

Skills And Abilities:

Must be able to work independently and adhere to strict deadlines. Must possess the basic keyboard skills. Computer literacy on a variety of software applications Microsoft (MS) Word, Excel, Access, Power Point and Google Earth is required.
The incumbent must possess a valid driver's license.

Please address this factor in your ERA application under Major Duties and Responsibilities.

For Eligible Family Member (EFM) applicants, benefits should be discussed with the HR Office. The pay plan is assigned by the HR Office and confirmed by Washington, D.C.

HIRING PREFERENCE SELECTION PROCESS:

A hiring preference is extended to eligible and qualified applicants in the order listed below. It is essential you accurately describe your status in your application, failure to do so may result in a determination that you are not eligible for a hiring preference.

HIRING PREFERENCE ORDER

• 
  IMPORTANT: US citizen Eligible Family Member (USEFM) applicants who claim status as a preference-eligible U.S. Veteran must submit a copy of their most recent DD-214 (“Certificate of Release or Discharge from Active Duty”) preferably Member Copy 4, Letter from Veterans’ Affairs which indicates the present existence of a service-connected disability, equivalent documentation, or certification. A “certification” is any written document from the armed forces that certifies the service member is expected to be discharged or released from active-duty service in the armed forces under honorable conditions within 120 days after the certification is submitted by the applicant. The certification letter should be on letterhead of the appropriate military branch of the service and contain (1) the military service dates including the expected discharge or release date; and (2) the character of service. Acceptable documentation must be submitted in order for the preference to be given.

** This level of preference applies to all FS employees on LWOP and CS with re-employment rights back to their agency or bureau.

For complete definitions of AEFM, USEFM, EFM, Member of Household, etc., please visit the 3 FAM 7210 Definitions.

ADDITIONAL EMPLOYMENT CONSIDERATIONS

The following apply to EFMs, USEFMs, and AEFMs only:

• Current employees who used a hiring preference to gain employment who are within their first 90 calendar days of employment are not eligible. This does not apply when the hiring mechanism is TEMP or the work schedule is intermittent or irregular.


• Candidates with a hiring preference who have already accepted a conditional offer of employment may NOT be extended a second conditional offer of employment unless and until they withdraw their candidacy for the first position in writing.