GENERAL CLERK II (Summer Hire)

**This Position is set aside for a person with a disability. Proof of disability is required prior to interviewing.

This is a full time position offers a competitive salary and a comprehensive benefits package.

This position requires a complete criminal history information background check, drug screening and the ability to obtain and maintain a government security clearance.

General Clerk III Responsibilities

• • Occasionally give assignments to General Clerk I
  • Act as go-between with the Contracting Office Representative
  • Discern when to contact geographically separated Supervisor
• Distribute incoming mail to all offices in the Bureau of Engraving and Printing (to include annex and main building) no later than 24 hours of (Note: mail is typically delivered the same day as received)
  • Sort and collate mail
  • Place mail in proper buckets/stacks for distribution
  • Push a cart around the building to departments for distribution
  • Record Registered mail
    
    • Operate meter machine (computer)
    • Choose first class, registered, etc.
    • Weigh mail to determine correct postage
    • Provide special consolidated and contracted mail services of FedEx and UPS
• Make mass copies of new policy/procedures and flyers within 24 hours after notice is given and distribute to all offices as needed.
  • Use fax and copying machines
  • Use scanner
• Process requests for copies of documents within 48 hours after notice is given

Other requirements/specifics:

1. Must be able to operate with minimal supervision (Contract manager/supervisor is not co-located, but approximately 5 minutes away)

2. Must be able to walk for extended periods (deliver mail)

3. BEP is a secure government facility; therefore, Must be able to maintain Government security level

4. The employee must occasionally lift and/or move up to 50 pounds.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)