Total 138 Customer Service job vacancies in WA - Remote - Western Desert Region

You will be responsible for:

• Manages the day-to-day operations of one of the National Maintenance Control Centers (MCC's).
• Supervises the specialists and administrative personnel assigned to the MCC. 
• Works closely with the Central Office Vehicle Management Division and the Purchasing Division in Washington DC.
• Works independently with the National and/or Regional Training Coordinators to develop an annual training plan to keep MCC specialists updated on maintenance technology. 
• Solicits for specialized training sources for the training, and/or makes presentations on necessary technical subjects.

The incumbent serves as a consultant and advisor in all phases of budget and related financial management matters. Provides leadership to managers of budget programs in budget formulation and execution. Formulates and executes broad financial plans and policies affecting the authorization and use of funds.

Prepares, recommends, and justifies the allocation of funds based on analysis of the budget presentation, legislative directives, workload analyses, annual work plans, field estimates and reports, and financial studies and investigations to achieve a sound financial management program in the National Park Service (NPS) and to ensure equitable and correlated distribution of funds.

Directs the preparation of fund allocation charts, tables, and summaries, together with detailed instructions as to authorizations, limitations, and guidelines relating to the use of funds to expeditiously accomplish allotment advice actions.

Park Information:

Natchez Trace Parkway (NATR) Information: The Natchez Trace Parkway is a tribute to the ancient travel route called the Natchez Trace, which has a rich history as one of North America's oldest transportation paths. This modern Parkway spans a remarkable 444 miles, requiring over 10 hours to journey from one end to the other. It spans across three states, encompassing 25 counties and 20 communities, with a combined residential population of nearly two million people. Additionally, there are over 3,000 commercial and private landowners residing alongside the Parkway boundary.

The completion of the modern Parkway occurred in 2005, establishing it as one of the largest units within the national park system, covering a vast geographic range. The Parkway corridor extends over five degrees of latitude and boasts an impressive 52,000 acres of breathtaking scenic beauty. Within this expanse, visitors can immerse themselves in a diverse array of traditional southern landscapes, including forests, wetlands, prairies, rivers, pastures, and croplands. These natural wonders are accompanied by rich cultural and historic resources, creating an immersive experience for all who traverse its path.

Recognizing its immense value, the Natchez Trace Parkway was rightfully designated as a National Scenic Byway and All-American Road in 1996. This prestigious acknowledgment is a testament to the Parkway's significant historic, cultural, natural, and scenic qualities. In 2014 alone, the Parkway welcomed nearly 6 million visitors, solidifying its position as the eighth most visited National Park Service place in the entire nation.

The Headquarters of the Natchez Trace Parkway, a scenic and historic roadway that stretches from Mississippi to Tennessee, is located in Tupelo. The main visitor center provides a wealth of information for those interested in learning about the parkway's significance and exploring the surrounding attractions. For additional details, we invite you to explore our website at www.nps.gov/natr.

Employee / Labor Relations Advisory Services:
Provides client managers, supervisors, and employees with information and interpretations of the Southwest Regional Human Resources Office's employee conduct and performance management, benefits administration, and other work life programs, procedures, practices, policies, and guidelines, when the issues addressed require substantial interpretation, there is potential for controversy, and/or the issue involves more than one area of Human Resources (HR) policy. Reviews performance, conduct related actions, and provides guidance on complex and/or sensitive issues, such as those that conflict with past practices, involve highly visible or political situations, or have the attention of labor organizations or other groups. Reviews routine to complex, multi-issue, and multi-party complaints or grievances; conducts personal interviews and other fact finding to advise management of alternative and optional approaches to resolve the situations.

Employee / Labor Relations Policy Development and Review:
Reviews and analyzes the effects of proposed and actual changes to employee relations policies and guidelines that impact a significant organizational segment of an organization, such as a Regional Office, Center, or major field installation. Develops and communicates Southwest Regional HR Office-wide positions and interpretations on conduct-related decisions, rulings, appeals, guidelines, and new or revised instructions to managers, peers, employees, and employee organizations. Develops changed or new policies and procedures to promote and implement revised conduct administration program principles, practices, and criteria to promote organizational efficiencies. Works with senior HR Specialists and client managers to develop alternative strategies and assess trade-offs between conflicting Human Resources requirements, such as OPM requirements, Executive Orders, or MSPB decisions, and issues arising from the implementation of new or revised conduct administration and/or performance management practices, such as a new performance appraisal system.

Labor Agreement Administration:
Recommends solutions to labor relations problems and issues having significant impact on cost, production, or working conditions. Certain issues impact significant organizational segments of an agency, such as a regional office, Center, or major field installation, and involve collective bargaining agreements with more than one bargaining unit. Conducts systematic studies and prepares statistical reports and/or written guidance to address subjects of union and management interest. Produces labor summaries, covering subjects such as trends, formal grievances, and arbitration, to clarify and/or quantify generalizations about the current state of the labor relations program for client managers.

Labor Partnering and Negotiations:
Collaborates with client managers to develop SWRHRO positions, proposals, and strategies on complex Human Resources issues, such as controversial items requiring modification or adaptation of guidelines where no clear precedent exists.

Agency Representation in Third-party or Potential Third-party Proceedings:
Serves as a technical advisor or management representative in cases with potential impact on a labor relations program area in a major agency organizational segment, such as a Center or regional office. Reviews and investigates formal grievances on complex and/or far-reaching issues in the pre- litigation stage for possible settlement or withdrawal before third-party proceedings are initiated. Additional responsibilities in the areas of: Employee/Labor Relations Program Administration, Proposal /Plan Development for Employee / Labor Relations Projects, Employee / Labor Relations Program Oversight, Employee / Labor Relations Program Evaluation Work