VA-669-21-00002
I. GENERAL INFORMATION
1. SOLICITATION NO.: VA-669-21-00002
2. ISSUANCE DATE: 03/25/2021
3. CLOSING DATE AND TIME FOR RECEIPT OF OFFERS: 04/16/2021
4. POINT OF CONTACT: e-mail at LiberiaHR@usaid.gov
5. POSITION TITLE: Human Resources Specialist
6. MARKET VALUE: 35,104- 56,160 [USD] equivalent to FSN-10
In accordance with AIDAR Appendix J and the Local Compensation Plan of
USAID/Liberia Final compensation will be negotiated within the listed market value.
7. PERIOD OF PERFORMANCE: Initial contract will be for one year (with optional years
included for extension, not to exceed five years), based on the programmatic needs, funding
availability, and performance. This is considered a permanent position. Employment under any
contract issued under this solicitation is of a continuing nature. Its duration is expected to be part
of a series of sequential contracts; all contract clauses, provisions, and regulatory requirements
concerning availability of funds and the specific duration of the contract shall apply.
8. PLACE OF PERFORMANCE: Monrovia, Liberia with possible travel as stated in the
Statement of Duties.
9. ELIGIBLE OFFERORS: All interested candidates. Current employees serving a probationary
period with the mission are not eligible to apply.
NOTE: ALL ORDINARY RESIDENT APPLICANTS MUST HAVE THE REQURIED WORK AND/OR
RESIDENT PERMITS ALLOWING WORK IN LIBERIA BEFORE BEING ELIGIBLE TO APPLY.
10. SECURITY LEVEL REQUIRED: Facility and computer access
11. STATEMENT OF DUTIES
BASIC FUNCTION OF POSITION:
Under the general supervision of the Supervisory Executive Officer, the incumbent is the HR Specialist
for the USAID mission in Liberia, serving as the Team Lead of the HR Division. The incumbent is in
charge of the full range of HR services for the USAID Mission’s employees, serving U.S. Direct Hires,
long term and short term USPSCs, CCNs, and TCNs. In this capacity, the incumbent participates in the
development, implementation, and administration of personnel management operations. He/She is
required to provide specialist advice and assistance to all departments/divisions in the Mission; is
directly responsible for the recruitment and selection process of local and off-shore employees,
drafting reports on outcome of interviews; setting up appointments for the Technical Evaluation
Committee (TECs).; preparation of all US/TCN/CCN PSC contracts; serving as advisor to CCN
employees on matters relating to career development, training, promotion etc.; ensuring timely
preparation and submission of personnel performance evaluation reports, awards and various other
required reports.
MAJOR DUTIES AND RESPONSIBILITIES
Personnel/Program Administration (25%)
Plans, directs, and manages the work of the Human Resources Section. Implements new or revised
regulations, manuals, and directives. Researches, analyzes, reviews, and makes recommendations to
the Supervisory Executive Officer on different policies and programs, advising ways of dealing and
applying them to the mission. Liaises with the Embassy HR Office to get pertinent information, passing
it along to the Supervisory Executive Officer with a presentation of possible problems that may need
to be tackled and gives recommendations on the best way to handle them.
Full supervision of the HR office operations. Directly supervises two HR Assistants and coordinates
their work and assignments. Provides a weekly overview of tasks to be performed, which involves
setting priorities and receiving information on ongoing tasks. Conducts on-the-job training to the HR
assistants and the HR Training Coordinator as needed to perform their work.
Personally, and through the two HR Assistants, maintains personnel files records of all CCN, USDH
and US PSC/TCN employees at post. This also includes maintaining all CCN, USPSC/TCN Contract
files, and is responsible for files security and protection of PII.
Manages USDH personnel affairs by ensuring that the proper cables, forms and required documentation
are prepared promptly for arriving and departing personnel or when evacuation/emergency travels are
imminent; ensures that emergency locator information is updated, and that Financial Disclosure Forms
are completed when due.
Maintain Human resources electronic reporting system for the mission and serves as historical memory
for the mission concerning past practices, precedents, and political sensitivities.
Provides guidance to all Mission staff on general personnel and administrative matters such as terms
and conditions of employment, procedures and requirements for awards, evaluations, allowances, etc.
Assists staff and provides guidance with regard to personal/personnel related problems, such as
promotion possibilities, applying to new jobs both inside and outside of USAID, and what may be the
most advantageous to the employee.
Contract Management and Recruitment (25%)
Responsible for preparation and modifications of PSC contracts for CCNs, locally and offshore hired
U.S. Citizens and TCNs for the mission. Responsible for management of Personal Services Contracts
as it relates to salary, benefits, allowances, limitations and general provisions of short- and long-term
personal services contracts for USPSCs, CCNs and TCNs, ensuring that contract files and reporting
are in compliance with the Federal Acquisition Regulations and Appendix D and J.
Directly responsible for the recruitment and selection of all CCNS, USPSC, and TCN employees. This
includes preparing position solicitations, evaluating applications, coordinating the selection panels to
interview, test candidates, conduct reference checks, and initiate security clearances, ensuring these
activities are carried out in accordance with regulations. The Specialist advises potential applicants of
USAID/Liberia job opportunities, hiring practices, and operating procedures (work hours, benefits,
etc.), and provides general information on USAID and the USG, and its mission and goals; advises US
supervisors and new hires of local Mission employment practices, procedures, rules, and regulations.
Negotiates with new CCN/TCN/USPSC employees on salary for EXO’s final approval. Finalizes
employment contracts and amendments as appropriate. Proposes pay scale in accordance with the Local
Compensation Plan for all new CCN staff, and the General Schedule for TCN/USPSCs.
Position Classification (20%)
The Specialist, personally and through the two HR Assistants, reviews all requests for establishment
of new positions and reclassification of existing positions submitted to the EXO. Reviews position
descriptions (PDs) for accuracy, clarity and completeness. Obtains additional information from
employee (if encumbered) and supervisor, accuracy prior to ensuring that employee and supervisor(s)
sign the description cover sheet. Provides assistance and advice to supervisors and Office Directors in
drafting PDs to ensure that they accurately reflect current duties and organizational relationships.
Conducts supervisory and, as necessary, job-site audits to ensure understanding of duties and
responsibilities delegated and performed.
Reviews proposed USPSC and TCNPSC Scopes of Work (SOW), and uses Agency-approved
instruments, guidelines and position classification standards to propose a Market Rate (a Civil Serviceequivalent classification) for approval. When required by USAID practice, provides a recommended
Market Rate to USAID/Washington for final classification and approval to recruit.
Keeps up to date with prevailing wage practices in Liberia and notifies the S/EXO of any changes.
Upon receipt of authority, implements new FSN Compensation plans according to instructions, submits
new salary information to payroll section. The incumbent supervises the preparation of Personnel
Actions and Personal Services Contracting Action forms (JF 62s) to reflect new changes.
Employee Relations/Services and Other Personnel Duties (20%)
Provides guidance, advice and assistance to employees on personnel matters, local social security
benefits, retirement, recruitment, leave or any other personnel matters. Provides advice to S/EXO on
local labor practices.
Manages and coordinates the Mission’s awards program; including assisting in preparing award
nominations and preparing all documentation for the Supervisory Executive Officer, Mission Director
and the Award Committee; and maintaining an updated database on all Awards given to individual
employees annually, ensuring that they are within the annually recommended amounts.
Ensures annual personnel evaluations of CCNPSCs are completed on time. Supervises the maintenance
of a current file on when evaluations and annual step increases are due; and that HR Assistants follow
through with employees and supervisors to ensure that evaluations are submitted on due dates and that
narratives are consistent with duties and responsibilities of respective positions.
Provides advice, interpretation, and counseling on rules and regulations affecting job performance,
conditions of employment, discipline, grievances, benefits and allowances, and provides guidance to
supervisors on handling personnel issues. This includes drafting letters of warning or termination
notices if/whenever required and keeping abreast of new policies and regulations proposed by the
Embassy and/or required by changes in local law. The Specialist advises employees on the full range
of HR management matters, including performance evaluation, employee relations, salary increases,
training, incentive awards, environmental and working conditions, Reduction in-Force (RIF),
separation, ethics and conduct, disciplinary actions and grievance procedures, and other human
resources management issues.
Training Program Responsibilities (10%)
The Specialist, through specifically the HR Training Specialist, serves as Training Coordinator and HR
representative on the Mission Training Committee, participating in preparation of the annual training
plan for all staff, and Serves as Mission’s coordinator on Career Development opportunities and
advising CCN staff accordingly. He/She also oversees the development of training programs, and
compilation of a general Training Plan for all Mission personnel.
The contractor is eligible for temporary duty (TDY) travel to the U.S., or to other Missions abroad, to
participate in the “Foreign Service National” Fellowship Program, in accordance with USAID policy.
1. Supervisory Relationship
Provides full supervision of the HR function at post for two HR Assistants.
2. Supervisory Controls
Works under the general supervision of the USAID Supervisory Executive Officer. The
Supervisory EXO makes assignments in terms of overall objectives and resources available.
Completed work is reviewed in terms of achievement of goals, effectiveness in meeting work
objectives, and successful coordination of assigned activities.
12. PHYSICAL DEMANDS
The work requested does not involve undue physical demands.
II. MINIMUM QUALIFICATIONS REQUIRED FOR THIS POSITION
1. Education: Bachelor’s degree in Personnel Administration, Human Resources, Business
Administration, or related field is required.
2. Prior Work Experience: A minimum of five years of Human Resource Management is required.
3. Work/Residency Permits: Applicants must have valid work and/or residency permits allowing
work in Liberia.
4. Language Proficiency: Level IV speaking and written English required.
III.EVALUATION AND SELECTION FACTORS
The Government may award a contract without discussions with offerors in accordance with FAR
52.215-1. The Contracting Officer reserves the right at any point in the evaluation process to establish
a competitive range of offerors with whom negotiations will be conducted pursuant to FAR 15.306(c).
In accordance with FAR 52.215-1, if the CO determines that the number of offers that would otherwise
be in the competitive range exceeds the number at which an efficient competition can be conducted,
the CO may limit the number of offerors in the competitive range to the greatest number that will permit
an efficient competition among the most highly rated offers. The FAR provisions referenced above
are available at https://www.acquisition.gov/browse/index/far.
The Evaluation Factors listed will be the basis for evaluating and ranking applicants for the position.
Applicants will be scored based on the documentation submitted within the application. Applicants
must submit a supplemental document outlining their responses to the evaluation factors in order to be
considered. Only the highest-ranked applicants will be interviewed.
1. Selection Process
After the closing date for receipt of applications, a committee will convene to review applications
that meet the minimum requirements and evaluate them in accordance with the evaluation criteria.
Applications from candidates who do not meet the minimum requirements will not be scored. As
part of the selection process, the most qualified candidates will be interviewed. Reference checks
will be made only for applicants considered as finalists. The applicant’s references must be able
to provide substantive information about his/her past performance and abilities. If an applicant
does not wish USAID to contact a current employer for a reference check, this should be stated
in the applicant’s cover letter; USAID will delay such reference checks pending the applicant’s
concurrence.
2. Evaluation Factor
Those applicants who meet the minimum education and experience qualifications will be
evaluated based on the content of their application as well as on the applicant’s writing,
presentation, and communication skills. Failure to specifically address the Evaluation Factor will
result in the applicant not receiving full credit for pertinent experience.
FACTOR #1:
In 250 words or less, outline how you have demonstrated your knowledge in Human
Resources Management and Administration; provide examples of your success in one or more
of the position’s responsibilities: planning, classification, solicitation, analysis of position
descriptions, performance management, employee relations, etc.
3. Basis of Rating
Applicants who clearly meet the Education/Experience requirements and basic eligibility
requirements will be further evaluated based on the scoring of their Evaluation Factor response.
Those applicants determined to be competitively ranked will also be evaluated on their interview
performance and satisfactory professional reference checks. The Applicant Rating System is as
follows:
Evaluation Factors
Factor #1: 40 points
Interview Performance: 60 points
Interview questions will revolve around the candidate’s ability to:
• Describe their experience and qualifications related to human resource management
and personnel administration
• Communicate Effectively
Satisfactory Professional Reference Checks – Pass/Fail (no points assigned)
Total Possible Points: 100 points
IV. SUBMITTING AN OFFER
All applications must be submitted electronicallyClick the apply button below to apply.
Applicants may submit an application against this solicitation prior to the closing date and time
specified in Section I, item 3 mentioned above unless revised. The highest-ranking applications may
be selected for an interview.
Qualified applicants must submit the following documents, or their applications will not be
considered for this position:
1. A current curriculum vitae (CV) or resume, not to exceed 3 pages.
2. A minimum of three (3) professional references with telephone and e-mail contacts, who are
not family members or relatives, with working telephone and email contacts. The applicant’s
references must be able to provide substantive information about his/her past performance and
abilities. At least one reference provided should be a current or former supervisor.
3. A supplemental document with a written response to the Evaluation Factor above.
Candidates who are applying for this position must fully meet the education requirement (graduated
and degree and/or diploma already received) as specified. At the time of applications, candidates must
also meet in full the work experience requirement. There is no exception to these requirements.
Short-listed candidates will be requested to provide educational documents such as transcripts for
degrees, diplomas, certificates and other pertinent documents as needed. Failure to provide the
required documentation will result in the rejection of their application from further consideration.
Please cite the solicitation number and position title within the subject line of your email application.
Any attachments provided via email must be compatible with Microsoft Word or PDF and not zipped.
Note that attachments to email must not exceed 25 MB. Application letters and forms must be signed.
Incomplete and unsigned applications/forms will not be considered.
Only short-listed candidates will be contacted.
The Agency retains the right to cancel or amend the solicitation and associated actions at any stage
of the recruitment process.
EQUAL EMPLOYMENT OPPORTUNITY: The U.S. Mission provides equal opportunity and fair
and equitable treatment in employment to all people without regard to race, color, religion, sex,
national origin, age, disability, political affiliation, marital status, or sexual orientation.