Today
Secret
Unspecified
Unspecified
Business - HR
Randolph AFB, TX (On-Site/Office)
Duties
DUTY 1:
Analyzes and evaluates a wide range of complex AF wide functional requirements, objectives, operating methods, and new and proposed regulatory guidelines. Determines effectiveness of the Career Field Management Program relative to job assignments, career development and progression, functional and mission objectives, and career force structure. Develops and studies statistical, position, and organizational data, as well as technical or specialized operational data, to initiate appropriate career field actions concerning organizations and employees/positions in the assigned career field. Develops and plans milestones for successful implementation of these actions. Coordinates requirements and procedures with Air Staff functional managers and activities. Establishes work operations and controls to institute complex program concepts and provisions and assure effective administration of the career field. Plans, organizes, and administers meetings for Career Field Development Team (DT) and specific panels to review and approve program initiatives, procedures, and related business. Drafts recommendations for presentation to the Development Team on implementation of career development strategies. Utilizes qualitative and quantitative methods to assess and improve management systems processes.
DUTY 2:
Advises/counsels managers, supervisors, and employees on the continually changing needs of the functional career management program. Provides advice and guidance on career progression, training, assignments, program objectives, general operational requirements, and career management actions proposed or initiated in support of career program objectives. Coordinates actions with appropriate management officials, supervisors, and employees at all organizational levels as necessary. Advises Air Staff and operating level functional chiefs, senior Development Team members, and designated panel members on all aspects of career program training and development. Proposes new or revised operating procedures, program coverage, and other items for discussion and implementation. Utilizes personnel data systems to extract and review data to analyze and counsel candidates on career management programs or issues.
DUTY 3:
Analyzes and evaluates the force structure to identify training and/or recruitment deficiencies and categories of positions/employees to be included in the assigned Career Field Management Program. Formulates plans to correct deficiencies by preparing and/or identifying appropriate training programs, courses or sources of training. Establishes training and development programs to meet future needs. Administers and controls centralized referral for placement or promotion actions by screening employee experience and specific job requirements; determining applicability of assignment actions to both career progression and mission objectives; and certifying individuals for selection by functional managers. Develops and maintains career patterns, master development plans, and staffing qualification assessments in conjunction with appropriate functional managers and human resources representatives to ensure proper and adequate career progression and availability of a skilled work force. Prepares, analyzes, and makes recommendations concerning program criteria, types of positions to be included, functional coverage within assigned occupational groups and exceptions or waivers to existing policies and procedures. Reviews specific training/development requirements of positions and recommends individuals for attendance at long-term training. Monitors individuals in long term training and works outplacement follow-on assignments. Determines Air Force-wide need for career intern and career broadening positions based on projected requirements, funding, and functional area objectives.
DUTY 4:
Analyzes, develops, prepares and presents promotional material. Utilizes an appropriate combination of correspondence, publications, personnel media, guides, pamphlets, meetings, telephone calls, information letters and briefings to publicize the career program at all Air Force levels, to registrants and the functional community, taking into consideration such things as funding, the target audience, the message to be transmitted, time constraints, etc. Provides briefings for Air Staff officials, functional managers, personnel representatives, professional groups, etc., to outline program requirements and procedures. Briefs staff activities as required on program progress, proposed revisions, and management considerations. Provides assistance to Air Staff activities in developing and administering recruitment plans and actions to meet Air Force-wide needs in assigned occupational areas.
Requirements
Conditions of employment
In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions.
SPECIALIZED EXPERIENCE: Experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization. Applicants who have the 1 year of appropriate specialized experience, as indicated in the table, are not required by this standard to have general experience, education above the high school level, or any additional specialized experience to meet the minimum qualification requirements.
In depth knowledge of the mission, operating programs, and organizational structure of the career program's functional community on an AF-wide basis. Expert knowledge of a wide range of qualitative or quantitative methods to improve complex management processes and systems or program effectiveness. Comprehensive knowledge of policies, concepts, and procedures affecting the Air Force's functions in order to effectively administer assigned programs in support of the staffing and career development of career program positions and employees. Wide ranging knowledge of DoD and Air Force concepts, laws, principles, practices, procedures, and standards as they apply to the functional career field at all organizational levels within the Air Force. General knowledge of personnel policies and practices, to include staffing, job assessments and employee development.
FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-12 or higher grade (or equivalent in an alternate pay system) within the Federal Civil Service to be considered for referral. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.
KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:Knowledge of the principles, theories, techniques, practices, mission and organizational structure of the specific career program functional field to effectively carry out career management responsibilities. Knowledge of the laws, regulations, principles, and practices of civilian career management. Knowledge of analytical and evaluative methods to accurately assess information and make sound problem solving decisions. Ability to provide guidance and counseling to career field employees and managers. Ability to communicate effectively with others, both orally and in writing, in working out solutions to problems or questions relating to work. Ability to prepare special studies and staff reports, including the ability to meet emergency and/or changing program requirements within available resources and with minimum sacrifice of quality or quantity of work.
Education
This job does not have an education qualification requirement.
Additional information
PCS restrictions: An employee selected to make a PCS to a Career Broadening assignment is restricted from making a second PCS for 12 months.
More info on PCS can be found at:
Defense National Relocation Program may or may not be authorized.
Work may require extensive travel away from the normal duty station on military or commercial aircraft.
Employee may be required to work extended or other than normal duty hours to include evenings and weekends and may be subject to recall.
Employee must be able to obtain and maintain the appropriate security level required based on the position's sensitivity.
Mobility is a condition of employment. Employee must sign an Air Force-wide mobility agreement
Direct Deposit: All federal employees are required to have direct deposit.
If you have questions regarding this announcement and have hearing or speech difficulties click .
Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the "Tax Cuts and Jobs Act of 2017" suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. The law made taxable certain reimbursements and other payments, including driving mileage, airfare and lodging expenses, en-route travel to the new duty station, and temporary storage of those items. The Federal Travel Regulation Bulletin (FTR) 18-05 issued by General Services Administration (GSA) has authorized agencies to use the Withholding Tax Allowance (WTA) and Relocation Income Tax Allowance (RITA) to pay for "substantially all" of the increased tax liability resulting from the "2018 Tax Cuts and Jobs Act" for certain eligible individuals. For additional information on WTA/RITA allowances and eligibilities please click . Subsequently, FTR Bulletin 20-04 issued by GSA, provides further information regarding NDAA FY2020, Public Law 116-92, and the expansion of eligibility beyond "transferred" for WTA/RITA allowances. For additional information, please click .
DUTY 1:
Analyzes and evaluates a wide range of complex AF wide functional requirements, objectives, operating methods, and new and proposed regulatory guidelines. Determines effectiveness of the Career Field Management Program relative to job assignments, career development and progression, functional and mission objectives, and career force structure. Develops and studies statistical, position, and organizational data, as well as technical or specialized operational data, to initiate appropriate career field actions concerning organizations and employees/positions in the assigned career field. Develops and plans milestones for successful implementation of these actions. Coordinates requirements and procedures with Air Staff functional managers and activities. Establishes work operations and controls to institute complex program concepts and provisions and assure effective administration of the career field. Plans, organizes, and administers meetings for Career Field Development Team (DT) and specific panels to review and approve program initiatives, procedures, and related business. Drafts recommendations for presentation to the Development Team on implementation of career development strategies. Utilizes qualitative and quantitative methods to assess and improve management systems processes.
DUTY 2:
Advises/counsels managers, supervisors, and employees on the continually changing needs of the functional career management program. Provides advice and guidance on career progression, training, assignments, program objectives, general operational requirements, and career management actions proposed or initiated in support of career program objectives. Coordinates actions with appropriate management officials, supervisors, and employees at all organizational levels as necessary. Advises Air Staff and operating level functional chiefs, senior Development Team members, and designated panel members on all aspects of career program training and development. Proposes new or revised operating procedures, program coverage, and other items for discussion and implementation. Utilizes personnel data systems to extract and review data to analyze and counsel candidates on career management programs or issues.
DUTY 3:
Analyzes and evaluates the force structure to identify training and/or recruitment deficiencies and categories of positions/employees to be included in the assigned Career Field Management Program. Formulates plans to correct deficiencies by preparing and/or identifying appropriate training programs, courses or sources of training. Establishes training and development programs to meet future needs. Administers and controls centralized referral for placement or promotion actions by screening employee experience and specific job requirements; determining applicability of assignment actions to both career progression and mission objectives; and certifying individuals for selection by functional managers. Develops and maintains career patterns, master development plans, and staffing qualification assessments in conjunction with appropriate functional managers and human resources representatives to ensure proper and adequate career progression and availability of a skilled work force. Prepares, analyzes, and makes recommendations concerning program criteria, types of positions to be included, functional coverage within assigned occupational groups and exceptions or waivers to existing policies and procedures. Reviews specific training/development requirements of positions and recommends individuals for attendance at long-term training. Monitors individuals in long term training and works outplacement follow-on assignments. Determines Air Force-wide need for career intern and career broadening positions based on projected requirements, funding, and functional area objectives.
DUTY 4:
Analyzes, develops, prepares and presents promotional material. Utilizes an appropriate combination of correspondence, publications, personnel media, guides, pamphlets, meetings, telephone calls, information letters and briefings to publicize the career program at all Air Force levels, to registrants and the functional community, taking into consideration such things as funding, the target audience, the message to be transmitted, time constraints, etc. Provides briefings for Air Staff officials, functional managers, personnel representatives, professional groups, etc., to outline program requirements and procedures. Briefs staff activities as required on program progress, proposed revisions, and management considerations. Provides assistance to Air Staff activities in developing and administering recruitment plans and actions to meet Air Force-wide needs in assigned occupational areas.
Requirements
Conditions of employment
- U.S. Citizenship is required.
- Mobility is a condition of employment. Employee must sign an Air Force-wide mobility agreement.
- Employee must be able to obtain and maintain the appropriate security level required based on the position's sensitivity.
- If authorized, PCS will be paid IAW JTR and AF Regulations. If receiving an authorized PCS, you may be subject to completing/signing a CONUS agreement. More information on PCS requirements may be found in the additional information section.
- PCS cost will be paid IAW Career Broadening Policy under this agreement.
- Career Broadening positions are managed by AFPC/DPZ and are centrally funded.
- Positions are established specifically to provide developmental experience designed to broaden the skills and/or enhance the leadership perspective of a high-potential, mid-level manager.
- Career Broadening also provides training and developmental opportunities at various organizational levels.
- These assignments offer the qualified candidate a unique assignment in that the candidates brings certain experience to the assignment while gaining new experiences in a different work environment.
- TEMPORARY PROMOTION: If the position is filled as a temporary promotion, upon completion of the career broadening assignment, the temporary promotion may lead to permanent promotion without further competition.
- Work may require extensive travel away from the normal duty station on military or commercial aircraft.
- Employee may be required to work extended or other than normal duty hours to include evenings and weekends and may be subject to recall.
- Disclosure of Political Appointments
In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions.
SPECIALIZED EXPERIENCE: Experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization. Applicants who have the 1 year of appropriate specialized experience, as indicated in the table, are not required by this standard to have general experience, education above the high school level, or any additional specialized experience to meet the minimum qualification requirements.
In depth knowledge of the mission, operating programs, and organizational structure of the career program's functional community on an AF-wide basis. Expert knowledge of a wide range of qualitative or quantitative methods to improve complex management processes and systems or program effectiveness. Comprehensive knowledge of policies, concepts, and procedures affecting the Air Force's functions in order to effectively administer assigned programs in support of the staffing and career development of career program positions and employees. Wide ranging knowledge of DoD and Air Force concepts, laws, principles, practices, procedures, and standards as they apply to the functional career field at all organizational levels within the Air Force. General knowledge of personnel policies and practices, to include staffing, job assessments and employee development.
FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-12 or higher grade (or equivalent in an alternate pay system) within the Federal Civil Service to be considered for referral. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.
KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:
Education
This job does not have an education qualification requirement.
Additional information
PCS restrictions: An employee selected to make a PCS to a Career Broadening assignment is restricted from making a second PCS for 12 months.
More info on PCS can be found at:
Defense National Relocation Program may or may not be authorized.
Work may require extensive travel away from the normal duty station on military or commercial aircraft.
Employee may be required to work extended or other than normal duty hours to include evenings and weekends and may be subject to recall.
Employee must be able to obtain and maintain the appropriate security level required based on the position's sensitivity.
Mobility is a condition of employment. Employee must sign an Air Force-wide mobility agreement
Direct Deposit: All federal employees are required to have direct deposit.
If you have questions regarding this announcement and have hearing or speech difficulties click .
Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the "Tax Cuts and Jobs Act of 2017" suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. The law made taxable certain reimbursements and other payments, including driving mileage, airfare and lodging expenses, en-route travel to the new duty station, and temporary storage of those items. The Federal Travel Regulation Bulletin (FTR) 18-05 issued by General Services Administration (GSA) has authorized agencies to use the Withholding Tax Allowance (WTA) and Relocation Income Tax Allowance (RITA) to pay for "substantially all" of the increased tax liability resulting from the "2018 Tax Cuts and Jobs Act" for certain eligible individuals. For additional information on WTA/RITA allowances and eligibilities please click . Subsequently, FTR Bulletin 20-04 issued by GSA, provides further information regarding NDAA FY2020, Public Law 116-92, and the expansion of eligibility beyond "transferred" for WTA/RITA allowances. For additional information, please click .
group id: DOAF
