SUPERVISORY SECURITY SPECIALIST

Summary The United States Capitol Police (USCP) safeguards the Congress, Members of Congress, employees, visitors, and Congressional buildings and grounds from crime, disruption, and terrorism. We protect and secure Congress so it can fulfill its constitutional and legislative responsibilities in a safe, secure and open environment. Responsibilities This position is located in the Office of the Chief Administrative Officer, Office of Background Investigations and Credentialing (OBIC), Badging and Credentialing Division. OBIC is responsible for conducting pre-employment background investigations, sworn recruitment and outreach, issuing building access cards, issuing active and retired credentials, and supporting US Capitol Police (USCP) stakeholders by conducting criminal records checks on employees and members of the Congressional community. Specific duties and responsibilities include the following: Provides administrative and technical supervision to a staff responsible for authorizing access to government facilities and for performing fingerprinting and badging functions. Plans and schedules work assignments based on priorities and work requirements. Evaluates work performance; hears and resolves complaints and recommends disciplinary actions. Identifies developmental and training needs of employees. Serves as the agency expert, focal point, and advisor for managing the overall personnel security program activities to include granting or denying persons access to USCP facilities and grounds. Participates and/or leads security-related projects. Oversees and develops project requirements, identifies resources, coordinates work activities with entities internal and external to the USCP, and monitors related work efforts. Analyzes, evaluates, and researches security trends, innovations, best practices, obstacles, lessons learned, and results to improve security access and safety in the work environment. Interprets regulatory requirements and policies, consults with and keeps the supervisor informed of progress on sensitive or potentially controversial issues that may arise. Develops, implements, and monitors personnel security-related policies, instructions, procedures, control systems, and methods. Provides oversight of functions and activities such as document marking, safeguarding, and use; personnel access controls; need-to-know criteria; physical storage and control; security education; as well as the transmission, transferal, reproduction, downgrading and destroying of information. Utilizes specialized databases and systems to access and analyze background investigation information, documents findings accurately, and maintains case files. Requirements Conditions of Employment Must be a U.S. citizen. Successful completion of a background investigation is required. Must complete a one-year probationary period. Must be able to obtain and maintain a security clearance. Qualifications In order to qualify, you must meet the education and/or experience requirements described below. To qualify at the CP-09 grade level, applicants must have at least one (1) year of qualifying specialized experience that is at/or equivalent to the CP-08/GS-10 grade level. Specialized experience is defined as (1) managing a team of personnel security specialists; (2) overseeing the full lifecycle of security clearance investigations (initial, periodic reinvestigations, upgrades, downgrades); (3) providing expert guidance on suitability adjudications; (4) interpreting and applying complex security regulations; and (5) leading training initiatives related to personnel security procedures within an organization. All eligibility requirements must be met by the closing date of the vacancy announcement. (Information on Qualification & Education is located at the following link: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/) Education There is no education substitution for experience in this series and/or grade. Additional Information Additional Conditions of Employment with the USCP: As per the Congressional Accountability Act (CAA) and the Fair Chance to Compete for Jobs Act of 2019, criminal history information will only be collected following a qualifications review and after a tentative offer of employment has been made. A criminal history does not automatically exclude an applicant from employment with the USCP. Criminal History Check -- Must successfully pass a comprehensive criminal history check of the past 10 years if offered employment. A criminal history check will be performed on applicants who accept an offer of employment. Credit Check -- Must successfully pass a credit check. Applicants must not be in default or delinquent on any Federal guaranteed student loans. Applicants must demonstrate a competent financial history. Financial delinquency including collection accounts, liens, repossessions, or garnishments may be a basis for disqualification. Selective Service Registration -- Male applicants must provide verification of registration with the Selective Service System or must verify exemption from the Selective Service System registration because of age or military status. Female applicants are exempt from Selective Service System registration. https://www.sss.gov/verify/ Fingerprint Check -- Applicants' fingerprints will be submitted to the Federal Bureau of Investigation (FBI) for a check of their criminal history record. Background Investigation -- Must successfully complete all components of the USCP full field background investigation. There are few automatic grounds for rejection in the USCP background investigation process. Issues of misconduct, such as illegal drug use, arrests, or convictions, may not be automatically disqualifying. However, deliberate misstatements, omissions, or intentionally withholding required information at any phase of the hiring process will result in a candidate's disqualification regardless of the nature or reason for the misstatement or omission. The primary reason candidates fail a background investigation is due to deliberately withholding or omitting material facts. Providing false and/or misleading information may be grounds for removal from the application and selection process.