Administrative Clerk/Executive Chauffeur (EXEC/GSO) – HAMBURG-2018-31RA

For Public Dissemination




Vacancy Number: Hamburg-2018-31 RA

Date: April 17, 2018


Position Title Administrative Clerk/Executive Chauffeur
Location U.S. Consulate General Hamburg, Executive Office
Open To All Interested Applicants

Locally Employed/Local Compensation Plan (LE/LCP)

€ 38,954 per year starting salary

Position Series and Grade: FSN-0105-05

Additional Compensation (not included in the above-stated salary): Employer’s Share to German Social Security, Christmas Bonus: 7% of annual salary rate, Vacation Bonus: 5% of annual salary rate, Meals Allowance, Performance Related Salary Increases, German Annual Leave Plan (29/30 working days), German and American Holidays.

Foreign Service/US Government Pay Plan (FS/USG PP)

US$ 32,113 per year starting salary (Base Salary Scale)

Position Series and Grade: FP-0105-09, step 1 or highest previous rate within grade.

Note: this position may be Overseas Comparability Pay (OCP) eligible

Final FS grade/step to be determined by Washington 

Work Schedule Full-time: 45 hours/week
Application Period April 17, 2018  –  open until filled
Security Clearance Qualification Requirement Must be able to obtain and hold a non-sensitive security certification. All selected applicants will be required to pass medical and security certifications as they apply.
Duration of Appointment This is an Indefinite (non-temporary) Appointment subject to successful completion of the probationary period.



The U.S. Consulate General in Hamburg is seeking eligible and qualified applicants for the position of Administrative Clerk/Chauffeur in the Executive office. Filling of position is subject to availability of funds.


(A copy of the complete position description listing all duties and responsibilities is available upon request. Send your request to with identification of the above vacancy number.)

 Supervisory Position: No

The incumbent is post’s lead for administrative portfolio functions including procurement, Post’s unclassified mail and pouch operations, and special event coordination and visitor support.  Incumbent conducts routine facilities maintenance tasks.

Incumbent also is the Consulate’s only certified Chauffeur driver for the Principal Officer (PO) and, where appropriate, other staff, official visitors, and accompanying guests.  The incumbent has full responsibility for post’s Government-owned vehicles (GOVs) coordinating the necessary inspection, registration, maintenance and repair work, and vehicle-related administration with the General Services Office (GSO) Berlin.  S/he coordinates closely with the Protocol Assistant and reports directly to the Political/Economic Affairs Officer.


Applicants must address each required qualification listed below with specific information supporting each item. Failure to do so may result in determination that the applicant is not qualified.

 EDUCATION: Completion of secondary school (Germany: German school leaving certificate, America: High School diploma or GED) is required.

EXPERIENCE: Two years’ work experience of Chauffeur experience is required including having performed administrative functions is required.

LANGUAGE: English and German level III (good working knowledge) speaking, reading, writing is required.


  • Must have full skill set in administrative computer functions to include Microsoft Office applications.
  • Must have a clean driving record for the past two years. Driving skills will be tested. 


  • German driver’s license, class III (equals class B, C1) is required. A copy must be submitted with the application.

The Human Resources Office will conduct standard language assessment tests as part of the selection process. Testing is conducted equitably and is administered in the same way to all applicants for the particular recruitment.


  • Hiring Preference Selection Process: When qualified, applicants in the following hiring preference categories are extended a hiring preference in the order listed below. Therefore, it is essential that these applicants accurately describe their status on the application. Failure to do so may result in a determination that the applicant is not eligible for a hiring preference.


  • AEFM / USEFM who is a preference-eligible U.S. Veteran*
  • Foreign Service (FS) on Leave Without Pay (LWOP) and Civil Service (CS) with re-employment rights**

*IMPORTANT: Applicants who claim status as a preference-eligible U.S. Veteran must submit a copy of the most recent DD-214, Certificate of Release or Discharge from Active Duty, equivalent documentation, or certification.  A “certification” is any written documentation from the armed forces that certifies the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions within 120 days after the certification is submitted by the applicant. The certification letter must be on letterhead of the appropriate ,military branch of service and contain (1) the military service dates including the expected discharge or release date: and (2) the character of service.  Acceptable documentation must be submitted in order for the preference to be given. If the written documentation confirming eligibility is not received in the HR office by the closing date of the vacancy announcement, the U.S. Veterans’ preference will not be considered in the application process. Mission HR’s decision on eligibility for U.S. Veterans’ preference after reviewing all required documentation is final.

** This level of preference applies to all Foreign Service employees on LWOP and CS with re-employment rights back to their agency or bureau.

  • Additional Selection Criteria:
  1. The U.S. Mission will consider the following when determining successful candidacy: nepotism, conflicts of interest, budget, and residency status.
  2. Locally Employed Staff (LE Staff) of the U.S. Mission Germany having served less than 12 months in their current position are not eligible to apply.
  3. Current Locally Employed Staff (LE Staff) with an overall summary rating of ‘Needs Improvement’ or ‘Unsatisfactory’ on their most recent Employee Performance Report are not eligible to apply.
  4. Current NOR employees hired on a Family Member Appointment (FMA) or a Personal Service Agreement (PSA) are not eligible to apply within the first ninety (90) calendar days of their employment, unless they have a When Actually Employed (WAE) work schedule.

Applicants must submit the following documents to be considered. Failure to do so will result in a determination that the applicant is not qualified.

  1. Form DS-174, Universal Application for Employment (UAE), available on the internet: DS-174.
  2. Cover Letter
  3. Resume/Curriculum
  4. Licenses and certifications (e.g. Nurse license, etc.)

 Applicants are encouraged to submit additional documentation that supports or addresses the requirements listed above (e.g. reference letters, transcripts, copies of degrees earned, etc.) with the application.

Application language is English, i.e. application for employment, CV or resume should be in English.  Certificates, awards or degrees in English or German do not need to be translated.

Note that the U.S. Mission does not refund travel expenses incurred by the interviewee.

For a complete list of terms such as US citizen Eligible Family Member (USEFM), Eligible Family Member (EFM), Member of Household (MOH), and their definitions, go to the “definitions list” on the website

 The U.S. Mission in Germany 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.  The Department of State also strives to achieve equal employment opportunity in all personnel operations through continuing diversity enhancement programs.

The EEO complaint procedure is not available to individuals who believe they have been denied equal opportunity based upon marital status or political affiliations.  Individuals with such complaints should avail themselves of the appropriate grievance procedures, remedies for prohibited personnel practices, and/or courts for relief.