Attorney-Advisor.
Department of War Education Activity (DOWEA) · Alexandria, VA · 3 wk ago
LegalFull-time
We need to produce HTML fragment with headings for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We need to extract content from posting.
Let's parse:
Duties: long paragraph describing duties. That's responsibilities.
Requirements: includes Conditions of employment (citizenship, selective service, direct deposit, trial period, suitability, Tier 3 investigation, Secret clearance, financial disclosure). Also maybe other requirements like bar membership? Actually bar membership is under Qualifications.
Qualifications: includes Who May Apply (U.S. Citizens), Experience (3+ years professional legal experience after bar admission), education substitution, bar membership, foreign education evaluation, etc. Also mention that DoWEA Office of General Counsel is accepting applications for position of Associate General Counsel... That seems like description of role.
Also mention "You will be evaluated on the basis of your level of competency in the following areas:" then list? Actually after that they list Education FOREIGN EDUCATION etc. Not a list of skills.
Skills: Not explicitly listed. Could infer from duties: legal advice, litigation, etc. But we should not invent. If no explicit skills section, we should not create Skills heading.
Benefits: Not mentioned except maybe locality pay, relocation tax allowance? There's mention: "Salary includes applicable locality pay or Local Market Supplement." Also "Relocation Income Tax Allowance (RITA) reimburses eligible employees..." That's a benefit. Also maybe trial period? Not benefit. So we can include Benefits section with those details.
Pay: Not explicit salary amount. Only mention locality pay etc. No specific pay figure. According to rule: do NOT create Pay section unless posting actually states them. It does not state a specific salary number or range. So we should not include Pay.
Schedule: Not mentioned. No schedule info. So omit.
About the role: Could be a summary paragraph describing role. The posting includes a paragraph: "The incumbent assists the General Counsel, DoWEA, as the agency's principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law, providing legal advice, policy guidance, and litigation support to DoWEA leadership worldwide in support of the agency's mission to operate accredited schools and ensure all school-aged children of military families are provided a world-class education." That's about the role. Also earlier duties description. We could combine duties under Responsibilities. About the role could be a brief overview. We have that paragraph.
Responsibilities: the duties paragraph(s). We'll put that as
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We need to extract content from posting.
Let's parse:
Duties: long paragraph describing duties. That's responsibilities.
Requirements: includes Conditions of employment (citizenship, selective service, direct deposit, trial period, suitability, Tier 3 investigation, Secret clearance, financial disclosure). Also maybe other requirements like bar membership? Actually bar membership is under Qualifications.
Qualifications: includes Who May Apply (U.S. Citizens), Experience (3+ years professional legal experience after bar admission), education substitution, bar membership, foreign education evaluation, etc. Also mention that DoWEA Office of General Counsel is accepting applications for position of Associate General Counsel... That seems like description of role.
Also mention "You will be evaluated on the basis of your level of competency in the following areas:" then list? Actually after that they list Education FOREIGN EDUCATION etc. Not a list of skills.
Skills: Not explicitly listed. Could infer from duties: legal advice, litigation, etc. But we should not invent. If no explicit skills section, we should not create Skills heading.
Benefits: Not mentioned except maybe locality pay, relocation tax allowance? There's mention: "Salary includes applicable locality pay or Local Market Supplement." Also "Relocation Income Tax Allowance (RITA) reimburses eligible employees..." That's a benefit. Also maybe trial period? Not benefit. So we can include Benefits section with those details.
Pay: Not explicit salary amount. Only mention locality pay etc. No specific pay figure. According to rule: do NOT create Pay section unless posting actually states them. It does not state a specific salary number or range. So we should not include Pay.
Schedule: Not mentioned. No schedule info. So omit.
About the role: Could be a summary paragraph describing role. The posting includes a paragraph: "The incumbent assists the General Counsel, DoWEA, as the agency's principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law, providing legal advice, policy guidance, and litigation support to DoWEA leadership worldwide in support of the agency's mission to operate accredited schools and ensure all school-aged children of military families are provided a world-class education." That's about the role. Also earlier duties description. We could combine duties under Responsibilities. About the role could be a brief overview. We have that paragraph.
Responsibilities: the duties paragraph(s). We'll put that as - items? The duties are a long paragraph with many clauses separated by periods. Could break into list items each duty. Better to preserve all substantive information; we can keep as
but rule says use
- for any list of duties/requirements/benefits. The duties are effectively a list. So we should convert each duty sentence into
- . Let's split:
- Serves as the agency’s principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law.
- Provides authoritative legal advice concerning the Rehabilitation Act, ADA standards applicable to the federal sector, EEOC regulations and guidance, executive orders, OPM/DoD policy, and related federal disability-employment requirements.
- Advises management, HR/EEO personnel, reasonable accommodation professionals, and senior decision-makers throughout the interactive process.
- Conducts legal review of complex accommodation requests, including requests involving telework, reassignment, essential functions, undue hardship, direct threat, medical documentation, confidentiality, leave, assistive technology, and overlapping employment authorities.
- Reviews proposed accommodation decisions for legal sufficiency, consistency with applicable law and agency policy, and litigation risk.
- Advises on reassignment as an accommodation, including agency search obligations, employee qualifications, vacancy requirements, and related legal considerations.
- Represents the agency in complex administrative litigation and contested matters arising from reasonable accommodation and disability employment issues, including EEO complaints and hearings, discovery, dispositive motions, settlement negotiations, and other proceedings before the Equal Employment Opportunity Commission and appropriate administrative forums.
- Provides litigation strategy and counsel in complex reasonable accommodation matters, including assessing claims and defenses, developing evidentiary records, preparing witnesses, evaluating litigation and settlement risk, and coordinating with agency stakeholders and, as appropriate, the Department of Justice in federal court litigation.
- Develops agency-wide legal guidance, templates, procedures, training, and preventive-law products concerning reasonable accommodation and disability employment law.
- Monitors EEOC decisions, federal court precedent, legislation, regulations, and government-wide policy and advises leadership regarding changes in agency obligations and litigation risk.
- Coordinates complex, novel, high-risk, and precedent-setting reasonable accommodation matters with appropriate agency stakeholders and senior legal leadership.
That covers duties.
Requirements: Conditions of employment list. Let's extract each:
- Male applicants born after December 31, 1959, must complete a Pre-Employment Certification Statement for Selective Service Requirement.
- Proof of U.S. Citizenship required.
- Direct deposit of pay is required.
- One year trial or probationary period may be required.
- Appointment subject to a suitability/fitness determination, as determined by a background investigation.
- This position requires a Tier 3 (T3) investigation.
- Must be able to obtain and maintain a Secret security clearance.
- This position requires you to submit a Public Financial Disclosure Report (OGE 278) or a Confidential Financial Disclosure Report (OGE 450) upon entry, and annually thereafter.
Also maybe "Conditions of employment" heading but we will just list.
Qualifications: includes:
- Who May Apply: U.S. Citizens
- Experience: three or more years of professional legal experience, acquired after being admitted to the bar, commensurate with the duties and responsibilities of the position.
- Graduation from an ABA-Accredited Law School in the top 25% of the class or an advanced law degree such as an LLM may substitute for one year of the required professional legal experience.
- Bar Membership: You must currently be a member in good standing of the bar of a State, Territory of the United States, District of Columbia, or Commonwealth of Puerto Rico.
- Education FOREIGN EDUCATION: If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education programs and such education has been deemed equivalent to that gained in an accredited U.S. education program; or full credit has been given for the courses at a U.S. accredited college or university.
- Additional information: Selection is subject to restrictions resulting from Department of War referral system for displaced employees.
- Salary includes applicable locality pay or Local Market Supplement. (Actually that's more about pay/benefit; but we can keep under Qualifications? Might be better under Benefits.)
- Multiple positions may be filled from this announcement.
- Be advised that effective Jan. 1 2018, under the Tax Cuts and Jobs Act, most civilian employee relocation allowances became taxable. The Relocation Income Tax Allowance (RITA) reimburses eligible employees for the additional Federal, State, and local income taxes incurred as a result of receiving taxable travel income. RITA does not apply to new government employees or employees returning from an overseas assignment for the purpose of separation from Government service.
- Management may select at any of the grade levels announced. This recruitment provides promotion opportunity to the target grade of the position without further competition when selectee is eligible and recommended by management.
- Duties described reflect the full performance GS-15 level. If not selected at the full performance level, duties will be performed in a developmental capacity under close supervision.
- Applicants with a disability who need a reasonable accommodation for any part of the application or hiring process should notify ra@dodea.edu
- This position is not covered by a bargaining unit.
- If you have retired from federal service and you are interested in employment as a reemployed annuitant, see the information in the (incomplete) but we can ignore incomplete.
- This position requires a 1-year trial period during which the agency evaluates your fitness and whether your continued employment advances the public interest. In making this determination, the agency may consider your performance and conduct; agency needs and interests; whether your continued employment supports organizational or Government goals; and whether it promotes the efficiency of the Federal service. Continued employment requires written certification that it advances the public interest.
- Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.
Many of these are more about conditions/qualifications. We'll keep them under Qualifications as list items.
Benefits: we have locality pay, Local Market Supplement, RITA. Also maybe "Salary includes applicable locality pay or Local Market Supplement." That's a benefit. Also RITA. So we can list:
- Salary includes applicable locality pay or Local Market Supplement.
- Relocation Income Tax Allowance (RITA) reimburses eligible employees for additional Federal, State, and local income taxes incurred due to taxable travel income (not applicable to new government employees or those returning from overseas assignment for separation).
We should not include Pay section.
Now About the role: we have a paragraph: "The incumbent assists the General Counsel, DoWEA, as the agency's principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law, providing legal advice, policy guidance, and litigation support to DoWEA leadership worldwide in support of the agency's mission to operate accredited schools and ensure all school-aged children of military families are provided a world-class education."
We could also include earlier sentence: "Serves as the agency’s principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law." But that's already in duties. We'll keep About the role as that paragraph.
Now produce HTML:
About the role
The incumbent assists the General Counsel, DoWEA, as the agency's principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law, providing legal advice, policy guidance, and litigation support to DoWEA leadership worldwide in support of the agency's mission to operate accredited schools and ensure all school-aged children of military families are provided a world-class education.
Responsibilities
- Serves as the agency’s principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law.
- Provides authoritative legal advice concerning the Rehabilitation Act, ADA standards applicable to the federal sector, EEOC regulations and guidance, executive orders, OPM/DoD policy, and related federal disability-employment requirements.
- Advises management, HR/EEO personnel, reasonable accommodation professionals, and senior decision-makers throughout the interactive process.
- Conducts legal review of complex accommodation requests, including requests involving telework, reassignment, essential functions, undue hardship, direct threat, medical documentation, confidentiality, leave, assistive technology, and overlapping employment authorities.
- Reviews proposed accommodation decisions for legal sufficiency, consistency with applicable law and agency policy, and litigation risk.
- Advises on reassignment as an accommodation, including agency search obligations, employee qualifications, vacancy requirements, and related legal considerations.
- Represents the agency in complex administrative litigation and contested matters arising from reasonable accommodation and disability employment issues, including EEO complaints and hearings, discovery, dispositive motions, settlement negotiations, and other proceedings before the Equal Employment Opportunity Commission and appropriate administrative forums.
- Provides litigation strategy and counsel in complex reasonable accommodation matters, including assessing claims and defenses, developing evidentiary records, preparing witnesses, evaluating litigation and settlement risk, and coordinating with agency stakeholders and, as appropriate, the Department of Justice in federal court litigation.
- Develops agency-wide legal guidance, templates, procedures, training, and preventive-law products concerning reasonable accommodation and disability employment law.
- Monitors EEOC decisions, federal court precedent, legislation, regulations, and government-wide policy and advises leadership regarding changes in agency obligations and litigation risk.
- Coordinates complex, novel, high-risk, and precedent-setting reasonable accommodation matters with appropriate agency stakeholders and senior legal leadership.
but rule says use
- for any list of duties/requirements/benefits. The duties are effectively a list. So we should convert each duty sentence into
- . Let's split:
- Serves as the agency’s principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law.
- Provides authoritative legal advice concerning the Rehabilitation Act, ADA standards applicable to the federal sector, EEOC regulations and guidance, executive orders, OPM/DoD policy, and related federal disability-employment requirements.
- Advises management, HR/EEO personnel, reasonable accommodation professionals, and senior decision-makers throughout the interactive process.
- Conducts legal review of complex accommodation requests, including requests involving telework, reassignment, essential functions, undue hardship, direct threat, medical documentation, confidentiality, leave, assistive technology, and overlapping employment authorities.
- Reviews proposed accommodation decisions for legal sufficiency, consistency with applicable law and agency policy, and litigation risk.
- Advises on reassignment as an accommodation, including agency search obligations, employee qualifications, vacancy requirements, and related legal considerations.
- Represents the agency in complex administrative litigation and contested matters arising from reasonable accommodation and disability employment issues, including EEO complaints and hearings, discovery, dispositive motions, settlement negotiations, and other proceedings before the Equal Employment Opportunity Commission and appropriate administrative forums.
- Provides litigation strategy and counsel in complex reasonable accommodation matters, including assessing claims and defenses, developing evidentiary records, preparing witnesses, evaluating litigation and settlement risk, and coordinating with agency stakeholders and, as appropriate, the Department of Justice in federal court litigation.
- Develops agency-wide legal guidance, templates, procedures, training, and preventive-law products concerning reasonable accommodation and disability employment law.
- Monitors EEOC decisions, federal court precedent, legislation, regulations, and government-wide policy and advises leadership regarding changes in agency obligations and litigation risk.
- Coordinates complex, novel, high-risk, and precedent-setting reasonable accommodation matters with appropriate agency stakeholders and senior legal leadership.
That covers duties.
Requirements: Conditions of employment list. Let's extract each:
- Male applicants born after December 31, 1959, must complete a Pre-Employment Certification Statement for Selective Service Requirement.
- Proof of U.S. Citizenship required.
- Direct deposit of pay is required.
- One year trial or probationary period may be required.
- Appointment subject to a suitability/fitness determination, as determined by a background investigation.
- This position requires a Tier 3 (T3) investigation.
- Must be able to obtain and maintain a Secret security clearance.
- This position requires you to submit a Public Financial Disclosure Report (OGE 278) or a Confidential Financial Disclosure Report (OGE 450) upon entry, and annually thereafter.
Also maybe "Conditions of employment" heading but we will just list.
Qualifications: includes:
- Who May Apply: U.S. Citizens
- Experience: three or more years of professional legal experience, acquired after being admitted to the bar, commensurate with the duties and responsibilities of the position.
- Graduation from an ABA-Accredited Law School in the top 25% of the class or an advanced law degree such as an LLM may substitute for one year of the required professional legal experience.
- Bar Membership: You must currently be a member in good standing of the bar of a State, Territory of the United States, District of Columbia, or Commonwealth of Puerto Rico.
- Education FOREIGN EDUCATION: If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education programs and such education has been deemed equivalent to that gained in an accredited U.S. education program; or full credit has been given for the courses at a U.S. accredited college or university.
- Additional information: Selection is subject to restrictions resulting from Department of War referral system for displaced employees.
- Salary includes applicable locality pay or Local Market Supplement. (Actually that's more about pay/benefit; but we can keep under Qualifications? Might be better under Benefits.)
- Multiple positions may be filled from this announcement.
- Be advised that effective Jan. 1 2018, under the Tax Cuts and Jobs Act, most civilian employee relocation allowances became taxable. The Relocation Income Tax Allowance (RITA) reimburses eligible employees for the additional Federal, State, and local income taxes incurred as a result of receiving taxable travel income. RITA does not apply to new government employees or employees returning from an overseas assignment for the purpose of separation from Government service.
- Management may select at any of the grade levels announced. This recruitment provides promotion opportunity to the target grade of the position without further competition when selectee is eligible and recommended by management.
- Duties described reflect the full performance GS-15 level. If not selected at the full performance level, duties will be performed in a developmental capacity under close supervision.
- Applicants with a disability who need a reasonable accommodation for any part of the application or hiring process should notify ra@dodea.edu
- This position is not covered by a bargaining unit.
- If you have retired from federal service and you are interested in employment as a reemployed annuitant, see the information in the (incomplete) but we can ignore incomplete.
- This position requires a 1-year trial period during which the agency evaluates your fitness and whether your continued employment advances the public interest. In making this determination, the agency may consider your performance and conduct; agency needs and interests; whether your continued employment supports organizational or Government goals; and whether it promotes the efficiency of the Federal service. Continued employment requires written certification that it advances the public interest.
- Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.
Many of these are more about conditions/qualifications. We'll keep them under Qualifications as list items.
Benefits: we have locality pay, Local Market Supplement, RITA. Also maybe "Salary includes applicable locality pay or Local Market Supplement." That's a benefit. Also RITA. So we can list:
- Salary includes applicable locality pay or Local Market Supplement.
- Relocation Income Tax Allowance (RITA) reimburses eligible employees for additional Federal, State, and local income taxes incurred due to taxable travel income (not applicable to new government employees or those returning from overseas assignment for separation).
We should not include Pay section.
Now About the role: we have a paragraph: "The incumbent assists the General Counsel, DoWEA, as the agency's principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law, providing legal advice, policy guidance, and litigation support to DoWEA leadership worldwide in support of the agency's mission to operate accredited schools and ensure all school-aged children of military families are provided a world-class education."
We could also include earlier sentence: "Serves as the agency’s principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law." But that's already in duties. We'll keep About the role as that paragraph.
Now produce HTML:
About the role
The incumbent assists the General Counsel, DoWEA, as the agency's principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law, providing legal advice, policy guidance, and litigation support to DoWEA leadership worldwide in support of the agency's mission to operate accredited schools and ensure all school-aged children of military families are provided a world-class education.
Responsibilities
- Serves as the agency’s principal legal adviser and subject-matter expert on reasonable accommodation and disability employment law.
- Provides authoritative legal advice concerning the Rehabilitation Act, ADA standards applicable to the federal sector, EEOC regulations and guidance, executive orders, OPM/DoD policy, and related federal disability-employment requirements.
- Advises management, HR/EEO personnel, reasonable accommodation professionals, and senior decision-makers throughout the interactive process.
- Conducts legal review of complex accommodation requests, including requests involving telework, reassignment, essential functions, undue hardship, direct threat, medical documentation, confidentiality, leave, assistive technology, and overlapping employment authorities.
- Reviews proposed accommodation decisions for legal sufficiency, consistency with applicable law and agency policy, and litigation risk.
- Advises on reassignment as an accommodation, including agency search obligations, employee qualifications, vacancy requirements, and related legal considerations.
- Represents the agency in complex administrative litigation and contested matters arising from reasonable accommodation and disability employment issues, including EEO complaints and hearings, discovery, dispositive motions, settlement negotiations, and other proceedings before the Equal Employment Opportunity Commission and appropriate administrative forums.
- Provides litigation strategy and counsel in complex reasonable accommodation matters, including assessing claims and defenses, developing evidentiary records, preparing witnesses, evaluating litigation and settlement risk, and coordinating with agency stakeholders and, as appropriate, the Department of Justice in federal court litigation.
- Develops agency-wide legal guidance, templates, procedures, training, and preventive-law products concerning reasonable accommodation and disability employment law.
- Monitors EEOC decisions, federal court precedent, legislation, regulations, and government-wide policy and advises leadership regarding changes in agency obligations and litigation risk.
- Coordinates complex, novel, high-risk, and precedent-setting reasonable accommodation matters with appropriate agency stakeholders and senior legal leadership.