Financial Clerk (PSU Voucher Processor) (FMC) – Berlin-2018-55

For Public Dissemination

EMPLOYMENT OPPORTUNITY

U.S. MISSION GERMANY

Vacancy Number: BERLIN-2018-55

Date: May 15, 2018 

Position Title Financial Clerk (PSU Voucher Processor)
Location U.S. Embassy Berlin, Financial Management Center
Open To All Interested Applicants
Salary

Locally Employed/Local Compensation Plan (LE/LCP)

€ 39,039 per year starting salary

Position Series and Grade: FSN-401-06

 

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

US$ US$ 32,378 per year starting salary (Base Salary Scale)

Position Series and Grade: FP-401-08, step 1 or highest previous rate within grade

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

Final grade/step to be determined by Washington

 

Work Schedule Full-time: 40 hours
Application Period May 15, 2018 – June 12, 2018 close of business
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

Ø  This is an Indefinite (non-temporary) Appointment subject to successful completion of the probationary period.

 

ALL ORDINARILY RESIDENT (OR) APPLICANTS MUST HAVE AND SUBMIT THE REQUIRED WORK AND RESIDENCY PERMITS TO BE ELIGIBLE FOR CONSIDERATION.

The U.S. Embassy in Berlin is seeking eligible and qualified applicants for the position of Financial Clerk (PSU Voucher Processor) in the Financial Management Center. Filling of position is subject to availability of funds.

 

BASIC FUNCTION OF POSITION

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

 Supervisory Position: No

The Financial Management Center (FMC) is the Designated Billing Office (DBO) at post and the incumbent receives invoices, matches them with receiving reports and purchase orders, and obtains necessary approvals through ILMS e-invoicing on behalf of over 65 agencies operating in Germany. Incumbent examines and reviews a variety of basic to complex voucher payments at the Embassy and sends to Post Support Unit (PSU) as a payment package. Incumbent tracks payments all the way through disbursement. PSU processor researches and determines the resolution of any/all customer inquiries. The PSU Voucher Processor is supervised by the DBO Supervisor and reviewed by the Supervisory Voucher Examiner (Certifying).

 

QUALIFICATIONS AND EVALUATIONS

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 (German: German school degree, America: American High School Diploma or GED) is required.

 

EXPERIENCE: One year of progressively responsible administrative, secretarial or general office experience is required.

 

LANGUAGE: English Level III and German Level III (Good Working Knowledge) –  speaking/reading and writing skills are required.).

 

KNOWLEDGE: Incumbent must possess knowledge of general office practices and procedures.

 

SKILLS, ABILITIES:

  • Incumbent must have technical knowledge of Microsoft Office, particularly Excel.
  • Must be able to operate office equipment such as HP Digital Sender scanners.

 

 

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.

 

APPLICATION INFORMATION

 

  • 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.

 

HIRING PREFERENCE ORDER:

 

(1)     AEFM / USEFM who is a  preference-eligible U.S. Veteran*

(2)     AEFM / USEFM

(3)     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 https://de.usembassy.gov/jobs/definitions/.

 

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.