conveyed by email.
Please add the following email domain addresses to your contact list right away to allow correspondence, especially if you
use SPAM blocking software, use a yahoo or gmail account, or use a work or military email address!
@usps.gov @psionline.com @geninfo.com
NOTICE SCREENINGS REQUESTED: You may receive multiple requests for background checks in regards to this
employment opportunity. Respond to all requests quickly as we anticipate filling our vacancies quickly and nonresponses
may result in disqualification for this opportunity.
Newly appointed EAS Grade employees are subject to a 1-year probationary period.
Applicants must demonstrate in writing the requirements listed on the announcement through a combination of education,
training and experience. You may use both your Summary of Accomplishments and description of duties (under Work
Experience) to address each of the requirements listed.
Background Check
The Inspection Service criminal background check is conducted using United States information resources only (e.g., FBI
fingerprint check, state and county checks). A criminal background check involves a 5-year inquiry for any location where
the individual has resided, worked or gone to school within the United States or its territories. As a result of this limitation,
the criminal background checks of individuals who have not resided in the United States or its territories for the preceding
5-years may not be considered complete. The Inspection Service may be able to process inquiries for U.S. Citizens only,
but only if their time spent out of the country was spent as: a trailing spouse or dependent of someone working for the U.S.
government (military or civilian), a missionary, a student attending school in a foreign country, a Peace Corps participant, or
as an employee of a U.S.-based employer/company. If the Inspection Service is unable to perform a complete background
check because of residency outside the United States, such individuals will be ineligible for Postal employment.
Functional Purpose
Leads the development, implementation and maintenance of corporate succession planning programs, policies and
processes, to ensure a diverse, qualified talent pool to meet future leadership needs of the organization.
DUTIES AND RESPONSIBILITIES
1. Leads the development, management and implementation of executive succession plans and leads the communication
and socialization of the succession framework across the organization.
2. Plans and conducts workforce planning activities to identify potential critical roles, determine need of successors, and
identify current incumbents in key positions. Facilitates high-level discussions with senior executives to project future
leadership needs of the organization.
3. Establishes methodologies and processes to identify potential leadership candidates. Manages the development of
assessment criteria, including skills and competencies, that incorporate the latest research on executive development,
professional guidelines, and best practices from the public and private sectors. Ensures processes adhere to professional
principles and standards and yield a diverse pool of qualified potential successors.
4. Partners with offices and programs across the organization to identify major priorities and challenges to align succession
plans to mission objectives. Collaborates with human capital leaders to ensure alignment of succession plans with other
initiatives (e.g., recruiting and retention strategies).
5. Manages the development, implementation and maintenance of executive and leadership competency models. Ensures
validity and job-relatedness of models. Incorporates industry best practice and ensures adherence to professional standards
and guidelines for selection tools.
6. Manages the development, maintenance and implementation of talent assessment tools for use in identifying
high-potentials and assessing developmental needs of potential successors. Oversees teams and vendors involved with the
development, administration and maintenance of leadership assessments. Monitors the assessment of skills and
experiences required for unmatched critical positions and report any risk areas.
7. Conducts periodic reviews and monitor progress of the organization-wide succession planning program and recommends
program adjustments. Designs and evaluates succession planning program metrics and documents and presents results.
