Lead Dispatcher

This position is located in Grand Teton National Park, in the Visitor and Resource Protection Division.

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Overview

• Accepting applications

• Open & closing dates

  04/21/2025 to 05/05/2025

  
  
• Salary

  $61,111 – $79,443 per year

• Pay scale & grade
  

  GS 9

• Location

  1 vacancy in the following location:

  • Moose, WY
  
  
• Remote job
  

  No

• Telework eligible

  Yes-The National Park Service has determined that the duties of this position are suitable for telework and the selectee may be allowed to telework with supervisor approval.

• Travel Required

  25% or less – You may be required to travel overnight away from home occasionally. You must obtain a government charge card for travel purposes.

  
  
  
• Relocation expenses reimbursed

  Yes-Travel, transportation, and relocation expenses will be paid if the selectee lives outside of the local commuting area and is otherwise eligible for reimbursement of relocation expenses in accordance with the Federal Travel Regulation. This reimbursement is taxable income. The NPS does not provide tax, legal or accounting advice. Employees should consult professional tax, legal and accounting advisors regarding concerns about the financial implications of a Permanent Change of Station (PCS).

• Appointment type
  

  Permanent

• Work schedule

  Full-time – May work overtime, holidays, evenings, and weekends.

• Service
  

  Competitive

• Promotion potential
  

  None

• Job family (Series)
• Supervisory status
  

  No

• Security clearance
• Drug test
  

  Yes

• Position sensitivity and risk
• Trust determination process
• Financial disclosure
• Bargaining unit status
• Announcement number

  IM-1540-GRTE-25-12724488-ST

  
  
• Control number
  

  835433000

This job is open to

Clarification from the agency

Videos

Duties

• Provides leadership and guidance to the permanent and seasonal staff and assists with the coordination of initial emergency response actions and daily operations, evaluating incidents, applying judgment, and following guidelines, protocols, and pre-plans. This includes a wide array of all risk operations: law enforcement, wildland fire, aviation, emergency medical services programs, search and rescue, structural fire, backcountry tracking and many administrative functions. Also provides leadership and guidance to other all-risk dispatchers ensuring that they properly utilize a complex law enforcement telecommunications system interface with local, state, national, and international law enforcement communications network. Gives advice, counsel, or instruction to permanent and seasonal dispatchers on both work and administrative matters. Hears and resolves minor complaints from employees. Refers grievances and more serious unresolved complaints to the assistant center manager or higher-level supervisor.
• In the absence of the center manager and assistant center manager, this position is responsible for the effectiveness of decisions made in the dispatch center and acts with full delegated authority of the dispatch center manager when taking emergency action; provides day-to-day oversight and technical support; is responsible for coordination and oversight of all radio traffic ensuring that appropriate personnel and resources are dispatched; facilitates and oversees a major network involving flow of information across various platforms (e-mail systems, network computers, notification systems, facsimiles, telephones, alarms, recording devices, etc.); coordinates activities between initial attack dispatch organization, expanded dispatch organization, and the Incident Commander during complex wildland fire, law enforcement or other situations; plans work objectives and adjusts priorities; adjusts shift length, staffing levels, and work assignments as necessary; ensures that current resource availability and use information is exchanged daily with partners and cooperators.
• Assists the assistant center manager and/or center manager in all management aspects of the interagency operation, including the development and maintenance of interagency mobilization plans, along with complex dispatch operating plans and guides; in establishing priorities and managing the mobilization, demobilization, and reassignment of wildland fire suppression resources; in managing incident and administrative intelligence; in planning work and/or finding ways to improve production or increase the quality of work directed; in developing or modifying dispatcher related internal training; and in compiling statistical data reports and analysis from CAD or RMS for law enforcement, fire, aviation, and other incidents.
• Assists the Assistant Center Manager with seasonal hiring, training, and evaluations. Coordinates the submission of announcement requests; reviews resumes, assists in interviewing candidates, and makes recommendations for final selections for seasonal positions in TIDC. Coordinates the training and mentoring of the seasonal employees and stays in close communication with other permanent staff mentoring them. Ensures that the seasonal staff are properly trained in dispatch operations. Provides information to the assistant center manager on seasonal employees concerning performance, progress and training, and behavioral problems.

Physical Demands: The work is mostly sedentary. Frequently must work long, unscheduled, irregular shifts for extended periods of time under stressful conditions.

Working Conditions: The work is performed normally in an office setting. Radios are continuously monitored, and many frequencies must be monitored simultaneously. Telephones constantly ring and result in frequent periods of excessive and constant noise. Incumbent must be able to concentrate on work projects amidst noise, interruptions, and the movements of others. This creates a potentially hectic and stressful work environment. Some exposure to hazards occurs in flying, inspections and field trips required by the job.

Requirements

Conditions of Employment

• U.S. Citizenship required.
• You must be 18 years of age or older prior to appointment.
• Appointment subject to background investigation and favorable adjudication.
• Must meet Selective Service Registration Act requirement for males.
• Selectee will be required to participate in the Direct Deposit Electronics Funds Transfer Program.
• You will be required to submit to a drug test and receive a negative drug test result prior to appointment. In addition, this position is subject to random testing for illegal drug use.
• Occupancy of government quarters is required. Employee will be required to reside in government assigned housing within the local commuting area of the park. Rent will be automatically deducted from your pay on a pre-tax basis.
• You may be required to work on-call, evenings, weekends, holidays, overtime and shift work.
• If you are a new employee in the Federal government, you will be required to complete a one-year probationary period.
• You may be required to travel overnight away from home on occasion. You must obtain a government charge card for travel purposes.
• You may be required to complete training and obtain/maintain a government charge card with travel and/or purchase authority.
• Must obtain and maintain NCIC/CJIS Full User Certification, Emergency Medical Dispatcher Certification and DOI Flight Follower. Employee may receive training to obtain NWCG Wildland Fire Dispatcher Qualifications to include Dispatch Recorder (EDRC), Support Dispatcher (EDSD), Initial Attack Dispatcher (IADP) and Aircraft Dispatcher (ACDP).
• Time in Grade requirements apply. Any individual who is currently holding, or has held within the previous 52 weeks, a General Schedule position under non-temporary appointment in the competitive or excepted service, must meet time-in-grade requirements (must have served 52 weeks at the next lower grade or equivalent in the Federal service). Time-in-grade requirements must be met by the closing date of this announcement. Time-In-Grade requirements also apply to former Federal civilian employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment.

Qualifications

All qualifications must be met by the closing date of this announcement-05/05/2025-unless otherwise stated in this vacancy announcement.

Credit will be given for all appropriate qualifying experience. For current Federal employees, if hours worked per week are not included on your resume, you must submit a non-award SF-50 for each federal position listed as part of your application to be used to validate your work schedule and determine the amount of qualifying experience that you will be granted. An award SF-50 will not be acceptable documentation for which to consider your amount of qualifying experience . For all other applicants who are not current federal employees, your resume must state either “full-time” (or “40 hours a week”) or “part-time” with the number of hours worked per week to ensure proper crediting of specialized experience. Failure to adequately provide information needed to determine number of hours worked in each position may result in that time not being credited when evaluating qualifying experience.

For periods of time that reflect military service, the DD-214 or Statement of Service is sufficient to meet the full and/or part-time hours requirement as the service dates will be reflected.

To qualify for this position, you must possess the following minimum qualifications by close of the announcement:

EXPERIENCE: At least one full year of specialized experience comparable in scope and responsibility to the GS-8 grade level in the Federal service (obtained in either the public or private sectors). This experience includes activities such as: providing technical and administrative guidance, orientation, and training to lower-level dispatchers in areas such as computer aided dispatch systems for law enforcement and wildland fire, message notification systems, records management systems, resource mobilization systems, intelligence reporting systems, aircraft tracking systems and report-writing systems; Using in-depth knowledge of dispatch operating systems, databases, and equipment, resolving unusual and difficult technical problems with various radio/telephone systems, computer databases/systems, and technical equipment used in a dispatch center; assisting other dispatchers in resolving both emergency and non-emergency calls for service and the appropriate response to emergency incidents or reports of criminal activity; coordinating responses for a wide variety of complex public safety related incidents and operations which can involve multiple units, competing jurisdictions, remoteness/highly urbanized, and high visibility/media interest. You must include hours per week worked. Include the grade level of any federal positions held.

Volunteer Experience: Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Education

There is no substitution of education for experience at the grade level(s) of this announcement.

Additional information

A selectee receiving a first appointment to the Federal Government (Civil Service) is entitled only to the lowest step of the grade for which selected The display of a salary range on this vacancy shall not be construed as granting an entitlement to a higher rate of pay.
This announcement may be used to fill additional positions if identical vacancies occur within 90 days of the issue date of the referral certificate.

Documentation for the eligibility, You must submit ALL SF-50s and performance information for each period of temporary/term employment that qualifies for LMWFA. Performance documentation can be obtained by contacting the supervisors for the positions you served in during your 24 months. If they did not complete performance appraisals ask them to provide a statement of performance for each period of service. The statement must specify the dates for each employment period and your level of performance consistent with your SF_50s.

ICTAP/CTAP Clearance: Current surplus and current or former displaced Federal individuals who have special priority selection rights under the Agency Career Transition Assistance Program (CTAP) or the Interagency Career Transition Assistance Program (ICTAP) must be well qualified for the position to receive consideration for special priority selection. Well qualified means that the applicant meets the following: OPM qualification standards for the position; all selective placement factors, where applicable; special qualifying conditions that OPM has approved for the position, where applicable; is physically qualified with reasonable accommodation, where appropriate to satisfactorily perform the duties of the position upon entry; and is rated by the organization at least at the well qualified level on all competencies. Federal employees seeking CTAP/ICTAP eligibility must submit proof that they meet the requirements of 5 CFR 330.605(2) for CTAP and 5 CFR 330.704 for ICTAP. This includes a copy of the agency notice, a copy of their most recent Performance Rating, and a copy of their most recent SF-50 noting current position, grade level, and duty location. Please annotate your application to reflect that you are applying as a CTAP/ICTAP eligible. If you are selected for Federal employment, you will be required to fill out a Declaration of Federal Employment, OF-306, prior to being appointed to determine your suitability for Federal employment and to authorize a background investigation. Failing to answer all questions truthfully and completely or providing false statements on your application may be grounds for not hiring you, or for firing you after you begin work. Also, you may be punished by fine or imprisonment (U.S. Code, Title 18, section 1001).

• Benefits
  

  A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. .

  A Recruitment Incentive May Be Authorized for a newly selected employee when appointed to a permanent, temporary, or term position. A Federal employee who is transferring to the National Park Service from another component, bureau or Federal agency and who does not meet the conditions under 5 CFR §575.102 is not eligible for a recruitment incentive.

  
  
  

  A Relocation Incentive May Be Authorized for a Federal employee when the employee must move, as directed by the National Park Service (NPS) either through a management directed reassignment or selection for employment, to a different location at least 50 miles away from the one where his/her position of record held at time of selection is currently located, due to a need of the NPS. A relocation incentive is not the same as a Permanent Change of Station (PCS) move and, as such, may be granted in conjunction with one another.

  Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.

  
  
  

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), the responses you provide on the application questionnaire, and the result of the additional assessments required for this position. A review of your resume and supporting documentation will be made and compared against your responses to the Assessment Questionnaire to determine if you are qualified for this job. If your resume is incomplete or does not support the responses provided in the Assessment Questionnaire, or if you fail to submit all required documentation, you will be rated ‘ineligible’, ‘not qualified’, or your score will be adjusted accordingly. If a determination is made that you have inflated your qualifications or experience, you can lose consideration for this position. Please follow all instructions carefully; errors or omissions can affect your rating.

Candidates who apply under Competitive Merit Promotion procedures will undergo a quality review to determine if they are highly qualified based on the content of their resume and their responses to the questionnaire. Best qualified candidates will be referred if all required supporting documentation has been provided.

Candidates who apply under Noncompetitive Merit Promotion procedures will undergo a quality review to determine if they are minimally qualified based on the content of their resume and their responses to the questionnaire. Qualified candidates will be referred if all required supporting documentation has been provided.

You will be evaluated on the following competencies:

• Leadership
• Public Safety and Security
• Stress Tolerance
• Teaching Others
• Telecommunications

In order to be considered for this position, you must complete all required steps in the process. In addition to the application and application questionnaire, this position requires successful completion of additional assessments, including a panel resume review. These assessments measure the critical competencies listed above that are required to successfully perform the job.

Please submit 1) a copy of your most recent performance appraisal/evaluation and 2) a list of any awards (e.g. superior performance awards, special act or achievement awards, quality step increase, etc.) you received in the last 5 years. Any performance appraisal/evaluation and award documentation you provide will be forwarded to the selecting official. The selecting official will review this documentation and give it due weight consideration during the overall selection process.

If you do not have your most recent performance appraisal/evaluation, submit a statement as to why it is not available. Please indicate if any prior performance appraisals/evaluations were at an acceptable level.

• Benefits
  

  A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. .

  
  
  

  A Recruitment Incentive May Be Authorized for a newly selected employee when appointed to a permanent, temporary, or term position. A Federal employee who is transferring to the National Park Service from another component, bureau or Federal agency and who does not meet the conditions under 5 CFR §575.102 is not eligible for a recruitment incentive.

  A Relocation Incentive May Be Authorized for a Federal employee when the employee must move, as directed by the National Park Service (NPS) either through a management directed reassignment or selection for employment, to a different location at least 50 miles away from the one where his/her position of record held at time of selection is currently located, due to a need of the NPS. A relocation incentive is not the same as a Permanent Change of Station (PCS) move and, as such, may be granted in conjunction with one another.

  
  
  

  Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.

• Required Documents

  As a new or existing federal employee, you and your family may have access to a range of benefits. Your benefits depend on the type of position you have – whether you’re a permanent, part-time, temporary or an intermittent employee. You may be eligible for the following benefits, however, check with your agency to make sure you’re eligible under their policies.

  
  
  

  The following documents are required and must be submitted by 11:59 PM (EST) on 05/05/2025.

  1. Resume which includes a list of all significant jobs held and duties performed, with dates specified in month and year format, and indicate hours worked per week . If military or civilian, include your rank and/or grade. Your resume must clearly show how long you have held each grade in a federal position.
  2. Complete All Required Assessments.
  3. Merit Promotion Eligibility Documentation such as:
     • Federal employees or former federal employees must submit their latest SF-50 “Notification of Personnel Action” reflecting career or career-conditional status in the competitive service, shows position title, series, grade and an additional SF-50 showing highest permanent grade ever held, if not reflected on latest SF-50. Examples of acceptable SF-50s include: Promotion, Within Rate Increases (WRI/WGI), or Appointment SF-50s. Do not submit Award SF-50. Time in grade will be determined by reviewing your resume and required SF-50s. Your last Federal performance appraisal plan for your last position must reflect a rating of Fully Successful or equivalent. If the SF-50 showing highest permanent grade ever held has an effective date within the past year, it may not clearly demonstrate you possess the one-year time-in-grade, as required by this announcement. In this instance, your resume must clearly show that you held that grade for one-year
     • Veterans Preference Documentation (e.g. DD-214, SF-15, VA Letter as appropriate)
     • LMWFA: Documentation for the Land Management Workforce Flexibility Act eligibility, including ALL Appointment AND Termination SF-50s for EACH appointment and ALL performance evaluations, for each qualifying period of temporary employment claimed.
     • Other Supporting Documents, if applicable, such as:
       • • If you are a Discharged, Non-Disabled Veteran, submit a copy of your DD-214 showing character of discharge (Member 4 copy), or other Documentation of Service and Separation under Honorable Conditions, as listed on the . If you don’t have your DD-214, you may request it after discharge from the .
         • If you are a veteran within 120 days of discharge, submit signed documentation from the Armed Forces certifying: 1) your expected release/retirement from active duty, 2) under honorable conditions, 3) your pay grade/rank/rate at time of discharge, 4) dates of active duty service, 5) any campaign or expeditionary medals received, & 6) dated within 120 days of your separation.
         • If you are a Disabled Veteran, Purple Heart Recipient, or Mother or Spouse of a Disabled or Deceased Veteran, you must submit all additional proof required by the , and if applicable, a completed . You may request a copy of your Department of Veterans Affairs letter from or call 1-800-827-1000 to establish proof of disability.
         
         
       • Performance Appraisals and Awards:
       • • All applicants must submit their most recent performance appraisal showing the official rating of record and signed by supervisor. If submitting a performance appraisal not dated within the last 18 months, a statement why it is the most recent must be submitted. If no performance appraisal available, applicants must submit a statement why not available (including if any prior performance appraisals/evaluations were at an acceptable level).
         
         
       
       
     
     
  4. Documentation for consideration if you are a displaced Federal employee within the local commuting area. Include: 1) Proof you are a displaced Federal employee, e.g., RIF Separation Notice, Notice of Proposed Removal; 2) SF-50s (Notifications of Personnel Action) showing career/conditional tenure competitive status, promotion potential and duty location; and 3) most recent performance appraisal. To exercise selection priority, displaced or surplus Federal employees must be rated well-qualified or above 85 on the rating criteria for this position.
  5. Noncompetitive or Special Hiring Authority. Applicants eligible to be considered based on a Noncompetitive or Special Hiring Authority (i.e. Schedule A, VRA, Peace Corps, AmeriCorp Vista, former PLC member, certain Military Spouses, 30% or More Disabled Veterans, Pathways Interns who have met the eligibility requirements for noncompetitive conversion, etc.) must submit appropriate documentation to verify eligibility.
  
  

  Failure to submit the above-mentioned required documents will result in loss of consideration due to incomplete application package. It is your responsibility to ensure all required documents have been submitted.

  
  
  

  Do not submit photographs with your application package. Documents with photographs may not be seen by hiring officials – you must remove your image from any badges, licenses, etc.
  Do not upload Adobe portfolio documents. Adobe portfolio documents are not viewable by our agency’s staffing offices.

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