Oportunidades de Empleo
A53-221 Cashier Supervisor, FSN-9 /D53-221 Cashier Supervisor, FSN-8 (Developmental)
Open to: All Interested Candidates
Position: A53-221 Cashier Supervisor, FSN-9,
D53-221 Cashier Supervisor, FSN-8, (Developmental)
Opening Date: March 23rd, 2012.
Closing Date: Until filled
Work Hours: Full-time; 40 hours/week
Salary: Ordinarily Resident (OR): $360,756.81 pesos per year (FSN-9 starting salary)
Ordinarily Resident (OR): $271,821.12 pesos per year (FSN-8 starting salary), developmental
(Note: All ordinarily resident applicants must obtain the required work permit and/or must have the appropriate residency permit to be eligible for consideration.)
*Eligible Family Members and Members of Household must have at least one year remaining to their tour of duty to apply for this job.*
The U.S. Embassy in Mexico City is seeking an individual for the position of Cashier Supervisor in the Financial Management Center (FMC).
Basic Function of Position
The employee serves as the supervisor of the Embassy’s Cashiering unit which includes two Class B Cashiers and one alternate Class B Cashier. The unit directly provides cashiering services to 42 agencies, 461 direct hires and 559 locally engaged staff (LES) in Mexico City. It also provides broad cashiering support and processing services to Mission Mexico’s nine consulates and 13 consular agencies. The incumbent also serves as primary liaison with the U.S. Disbursing Office’s bank, currently Banamex.
Note: All applicants must address each selection criterion detailed below with specific and comprehensive information supporting each criterion.
- Completion of university studies in Business Administration, Accounting, Commerce, Finance or any Management related field is required.
- Five years work experience in budgeting, accounting, or in a banking/finance environment, including one year as a cashier, is required.
- Level IV (fluent) in English and Spanish is required. (Please see section “To Apply” on pg 2 for test instructions).
- MS Office experience is required.
When equally qualified, US Citizen Eligible Family Members (AEFMs) and U.S. Veterans will be given preference. Therefore, it is essential that the candidate address the required qualifications above in the application.
All applicants must pass a rigorous security certification process
NOTE: Consideration of EFMs will be based on funding availability. Please contact the EFM Coordinator at x4096 for more details.
Additional Selection Criteria
- Management will consider nepotism/conflict of interest, budget, and residency status in determining successful candidacy.
- Currently employed US Citizen EFMs who hold a FMA appointment are ineligible to apply for advertised positions within the first 90 calendar
days of their employment.
- Currently employed NORs hired under a Personal Services Agreement (PSA) are ineligible to apply for advertised positions
within the first 90 calendar days of their employment, unless currently hired into a position with a When Actually Employed (WAE) work
- All Locally Employed Staff (LES) who have less than one year working in a position are not eligible to apply.
- In adherence to the recent guidance from the government of Mexico (GOM) to comply with the Mexican Nationality law, all Mexican-American
dual nationals need to be aware that they will be recognized as Mexican nationals by the GOM. Dual nationals are hereby advised that this may affect their application for employment as well as their application for security certification. Until further guidance is received from the Legal Office of the State Department, EFMs will continue to be hired under the American Pay Plan; however, should the new policy be implemented, their appointment may change to the Local Compensation Plan.
Interested applicants for this position MUST submit the following or the application WILL NOT BE CONSIDERED:
- Universal Application for Employment (UAE ) form.
- Other documentation (e.g., copies of High School diploma, school transcripts, certificates, awards, essays) that addresses the qualification requirements of the position as listed in page 1.
- Non-Native Spanish speakers. For Spanish test, applicants should contact Amelia Bravo/Citlalli Millan at extensions 4175/4336 on M-W-F from 4:30 to 5:30. Non-EFMs, will be responsible for test fee.
- Test score of English language exam is required from the following institutions: (Cost is the applicant’s responsibility).
- TOEIC Standard Testing Services, Ahumada Villalon #36-Oficina 105, esq. Juan O'donoju, Col. Lomas Virreyes, Del. Miguel Hidalgo, C.P. 11000 Mexico, D.F., tel. 5540-3555/5540-0334/5540-7242. (Valid for two (2) years) or
- TOEFL (iBT/ITP/PBT). Information: http://www.iielatinamerica.org/cgi-bin/contenido.pl?p=centrositp or http://www.usembassy-mexico.gov/bbf/bftoefl.htm (Valid for two (2) years)
- The scores for Level IV English (fluent) are : (TOEFL iBT 106+ or TOEFL ITP/PBT 620+ or TOEIC PBT 850+)
- Copy of typing test score (test may be taken at typingtest.com).
- Applicants who have completed a University Degree in the United States or any other English speaking country will be exempt from taking the ENGLISH TEST.
Submit application to:
Human Resources Office
Paseo de la Reforma #305 (PB)
06500 Mexico, D.F. or
E-mail: MexicoCityHRHD@state.gov (Please refer to position number in subject line of e-mail.) i.e. A53-221 Cashier Supervisor.
Please check the U.S. Embassy web site for future vacancy announcements: http://www.usembassy-mexico.gov/sPersonnel.html
1. AEFM: A type of EFM that is eligible for direct hire employment on either a Family Member Appointment (FMA) or Temporary Appointment (TEMP) provided s/he meets all of the following criteria:
-- U.S. Citizen;
-- Spouse or child who is at least age 18;
-- Listed on the travel orders of a Foreign or Civil Service or uniformed service member permanently assigned to or stationed at a US Foreign Service post or establishment abroad with a USG agency that is under COM authority;
-- Is resident at the sponsoring employee’s or uniform service member’s post of assignment abroad, approved safehaven abroad, or alternate safehaven abroad; and
-- Does not receive a USG annuity of pension based on a career in the US Civil or foreign services.
2. EFM: Family Members at least age 18 listed on the travel orders of a Foreign or Civil Service or uniformed service member permanently assigned to or stationed to a US Foreign Service post or establishment abroad with a USG agency that is under COM authority who do not meet the definition of AEFM above.
3. Member of Household (MOH): Someone who: 1) Has accompanied, but is not/not on the travel orders of a U.S. citizen Foreign or Civil Service employee or uniform service member permanently assigned to or stationed at a U.S. Foreign service post or establishment abroad; 2) Has been declared by the sponsoring employee to the Chief of Mission as part of his/her household; and 3) Resides at post with the sponsoring employee.
4. Ordinarily Resident (OR): A citizen of the host country or a citizen of another country who has shifted the main residency focus to the host country and has the required work and/or residency permits for employment in country.
5. Not-Ordinarily Resident (NOR): Typically NORs are US Citizen EFMs and EFMs of FS, GS, and uniform service members who are eligible for employment under an American USG pay plan, on the travel orders and under Chief of Mission authority, or other personnel having diplomatic privileges and immunities.
The US Mission in Mexico 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 affiliation. Individuals with such complaints should avail themselves of the appropriate grievance procedures, remedies for prohibited personnel practices, and/or courts for relief.