Today
Secret
Unspecified
Unspecified
Business - HR
Baltimore, MD (On-Site/Office)
Duties
Serves as primary staff advisor to The State Adjutant General on matters pertaining to manpower and human resources management. Develops and administers state rules and procedures adapted from policies prescribed by the NGB, OPM, Department of the Army, and Department of the Air Force. Establishes and maintains liaison with the OPM area offices, and other HR offices. Responsible for the human resources management of all employee dispersed throughout a state. Has overall responsibility for the full range of human resources management major duties and responsibilities as follows:
Recruitment and Placement: Establishes state manpower policies and directs their implementation with NGB policies and authorizations. Establishes and ensures implementation of procedures for the administration of the merit promotion plan. Directs the implementation and administration of special emphasis staffing programs.
Labor/Employee Relations and Employee Benefits: Advises both management and subordinates on matters pertaining to conduct and discipline, the labor relations program, employee benefits and entitlements, and contributes to the accomplishment of special programs. Directs the initiation and administration of disciplinary and non- disciplinary adverse actions. Reviews requests for recognition from labor organizations and recommends appropriate course of action. Coordinates with labor organizations and their representatives when necessary. Directs the administration of the incentive awards, troubled employee and other employee relations.
Classification and Compensation Administration: Directs the administration of a position classification and position management program which includes: position reviews; timely forwarding of appeals with appropriate substantiation to the DoD Field Advisory Service or the OPM; timely implementation of classification packages; classification of the position; preparation and classification of local amendments to PDs.
Human Resource Development: Establishes and administers a system for determining and documenting training needs. Ensures preparation of budgetary recommendations for training needs, allocation of quotas, and scheduling of personnel for training. Plans and administers employee career development programs.
Equal Employment Opportunity: Directs the development and administration of equal opportunity programs. Coordinates procedures for monitoring progress of minorities and women, and providing documentation required from records within the office.
Information Systems: Directs the planning, operations and administration of the Defense Civilian Personnel Data System.
Military: Directs the administering, delivering, maintaining, advising, and adapting of basic concepts, principles and theories of the state AGR program to ARNG/ANG managers, supervisors, and support personnel.
Administration: Directs development of administrative regulations and procedures to provide efficient and timely accomplishment of all human resources functions.
Responsible for mobilization planning as pertains to the requirements of the HR office. Attends mobilization planning conferences/meetings.
Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO and diversity objectives. Ensures reasonable equity among units of performance standards developed. Explains performance expectations and provides regular feedback on strengths and weaknesses. Appraises performance of employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors. Approves expenses comparable to within-grade increases, extensive overtime, and employee travel. Recommends awards and changes in position classification to higher-level managers. Hears and resolves group grievances and employee complaints. Initiates action to correct performance or conduct problems and/or approves serious disciplinary actions (e.g. suspensions, removals) involving non-supervisory subordinates. Ensures documentation prepared to support actions is proper and complete. Reviews developmental needs of employees. Encourages self-development. Approves leave and ensures adequate coverage in organization. Demonstrates sensitivity to ideas of subordinates. Ensures actions taken directly as well as those by subordinate supervisors and/or teams promote an environment in which employees are empowered to participate in and contribute to effective mission accomplishment. Recognizes and takes appropriate action to correct situations posing a threat to the health or safety of subordinates.
Applies EO/EEO principles and requirements to all personnel management actions
and decisions, and ensures all personnel are treated in a manner free of discrimination.
Performs other duties as assigned.
Requirements
Conditions of employment
Federal employment suitability as determined by a background investigation. May be required to successfully complete a probationary period. Participation in direct deposit is mandatory.
1. Work may require access to classified information. Must be able to obtain and maintain
the appropriate security clearance.
2. The incumbent of this position description must have, at a minimum, a completed
National Agency Check (NAC) prior to position assignment.
3. Irregular and overtime (compensatory) hours may be required to support operational
requirements or contingencies.
4. This position is designated as Essential Personnel and may be subject to duty in
preparation for, or in response to, a state emergency or disaster declaration. This
designation will not exceed 14 calendar days per year unless otherwise approved in
advance by the TAG.
Qualifications
GENERAL EXPERIENCE : To qualify an applicant for any GS-0201 position, apply and evaluate the applicant's
competencies (knowledge, skills, abilities, and behaviors) that may include military and
civilian experiences, completed education, learned skills, obtained knowledge, endorsed
abilities, and training program accomplishments. The following seven basic qualification
competency factors are applicable to the Series GS-0201 career levels:
Skilled in collecting and analyzing data effectively, efficiently, and accurately;
Ability to clearly enunciate English without impediment of speech that would interfere
or prohibit efficient communication;
Ability to write English in reports and presentation formats;
Ability to communicate clearly and effectively;
Skilled in presenting formal training presentations and briefings;
Ability to assess body language and perceive emotional and/or distress levels; and,
Skilled in applying procedures and directives by reading and interpreting program
material.
Experiences gained through civilian and/or military technical training
schools within the human resources business programs are included as general experience qualifications. An applicant must have a validated understanding of the basic principles and
concepts of the occupational series and grade.
SPECIALIZED EXPERIENCE : Must have at least one year of specialized experiences at the GS-13 level or the equivalent
in personnel and manpower core competencies: Organization Structure, Requirement
Determination, Program Allocation and Control, and/or Performance Improvement. In
addition to a high degree of analytical ability, applicants at this expert level must have a full
range of competencies in regard to implementing and managing applicable directives,
regulations, policies, merit principles and practices related to federal civilian, military, and
National Guard technician personnel programs. Experienced in planning for and executing
all human resources personnel programs and information systems. Must have at least 36
months specialized experience in personnel and manpower core competencies:
Organizational Structures; Requirements Determination; Program Allocation and Control;
and, Performance Improvement. Experienced in managing organizational structures;
organizational and manpower standards; manpower resources; manpower data systems; and,
commercial services to include strategic sourcing. Experienced in managing civilian or
military payroll budgets, school funding allocations, and travel budgets. Experienced in
managing process reengineering, continuous improvement initiatives, and management
consulting services. Must be an expert in federal government programs, such as merit
principles and prohibited practices. Must have a full-range of competencies in writing,
designing, formatting, publishing, and presenting briefings for senior leadership at conferences,
workshops, or special committee meetings. Experienced in performing the full spectrum of
personnel program requirements to accomplish labor union negotiations and agreements;
skilled in completing accession planning and processing; classification and position
management; directing civilian or military promotions; and, analyzing human resources
personnel systems reports. Competent in directing position utilization; writing awards and
recognition media; writing evaluations; and conducting performance management.
Experienced in managing and directing assignment and reassignment actions; directing
education and training policy requirements; and, retraining procedures. Experienced in
authorizing and processing retirements; skilled in conducting disciplinary actions; and,
directing force development and force shaping programs. Experienced in managing human
resources development programs, education, voluntary education, advanced academic
education, promotion testing, and test libraries. Competent in managing and directing equal
opportunity program and sexual assault prevention and response program. Highly skilled in
career counseling, presenting performance evaluations, conducting educational and skill
development personnel course programs, and experienced in identifying behavioral concerns,
assessing culture and environmental concerns, and successful problem solving techniques and
applications. Skilled in translating higher headquarters' program policies into directives,
publications, policies, and training manuals. Experienced in developing, controlling,
programming and allocating manpower resources in support of plans, programs, budgets and execution procedures. Competent in processing organizational change actions to
activate, inactivate, redesignate, and/or reorganize structures. Experienced in conducting
performance management and productivity programs; assessing and documenting
organizational performance; and, advising on process improvement, best practices, and
optimal performance. Experiences involved using internal controls to manage and maintain
sound financial budgets and corporate standards.
Specialized Experience Qualifications for the GS-0201-14 Supervisory Positions.
Must meet the non-supervisory GS-0201-14, PLUS have 12 months of career broadening
human resources program experience in leading, planning and scheduling work in a manner
that promoted smooth flow and even distribution of assigning work requirements. The
individual must have experiences that included training and guiding employees on human
resources military or civilian programs and assigning applicable tasks. Must have
experiences in managing and supervising work functions and discipline requirements.
Experienced in conducting employee performance valuations; mentoring employees;
managing resources and budgets; and directing assigned work. Experienced in managing
military or civilian employees on all program tasks, inspections, exercises, deployments,
and/or mobilizations. Experienced in effectively and efficiently planning and scheduling
work that met or exceeded work requirements and expectations. Experienced in structuring
assignments to create viable procedures that resulted in measured and improved task
processes. Experienced in creating and implementing improvements in mentoring programs and strategies; and, executing training applications and career development that
resulted in the employees' increased performance values in quality work, timeliness
considerations, and work efficiencies. Must have professional experiences and demonstrated
abilities to train and mentor employees on the correct procedures and required competencies
to address and resolve employee performance and/or behavior issues. Previous supervisory
assignments involved improving the employees' skills and abilities through mentoring,
training, and individual career development. Experienced in identifying employees' strengths
and weaknesses that resulted in their increased performance values in quality work,
accurate decisions, timeliness considerations, and work efficiencies. Must have expert
knowledge of merit principles, equal employment, and affirmative action guideline.
QUALITY OF EXPERIENCE
Qualification factors include education and competencies in the human resources program.
Candidate's competencies are evaluated on the basis of duties performed. The applicant's
resume package may include military and/or civilian human resources experiences and
experiences in writing military and/or civilian performance reports; awarded training
certificates; and official college transcripts. The resume must clearly demonstrate the
individual's possession of the competencies needed to fully perform the Series GS-0201 work,
as defined in the applicable position description's specified grade, duties, and
responsibilities.
Education
If you are using Education to qualify for this position, A high school diploma or general education development (GED) diploma is required. An undergraduate degree from an accredited college/university is desired. A graduate degree from an accredited civilian academic college or from an equivalent professional military education school is optimum.
To receive a Highly Qualified rating for hire consideration into a GS-0201-13 or GS-
0201-14 (Expert) position, a candidate must have successfully completed any type of
federal civilian or military Supervisors course within the past 36 months.
To receive a Best Qualified rating for hire consideration into a GS-0201-13 or GS-
0201-14 (Expert) position, a candidate must have successfully completed any type of
federal civilian or military Fiscal Law course within the past 36 months.
To receive a Qualified rating for hire consideration into a GS-0201-13 or GS-0201-14
(Expert) position, a candidate must have successfully completed any type of federal
civilian or military human resources course program within the past 36 months.
If a Title 5 Excepted Service employee is appointed as a minimally qualified GS-0201-13 or
GS-0201-14, without any completed human resources course studies or human resources
certifications, as a condition of continued employment, the employee must complete at
least one of the cited Human Resources certification programs; and, successfully complete at
least one of the Human Resources, Series GS-0201, Course Programs, as indicated below,
within 24 Months of initial hire, promotion appointment, or management directed
reassignment into the GS-0201 Expert Position:
A federal civilian Personnel Management Course;
A federal civilian Supervisors Course
A federal civilian Fiscal Law Course; and,
A federal civilian Human Resources or Military Personnel Course.
REQUIRED FORMAL HUMAN RESOURCES CERTIFICATION PROGRAMS
To rate as a Highly or Best qualified candidate for initial hire, promotion, or management
directed reassignment into a GS-0201-13 or GS-0201-14 (Expert) position, a candidate must
have successfully completed at least one of the GS-0201 Human Resources course program
requirements, (as cited above) and working towards a Human Resources certification in one
of the following Human Resources Certification Programs:
Senior Professional in Human Resources;
Professional in Human Resources;
Human Resource Certified Professional or Senior Certified Professional;
Global Professional in Human Resources; or,
Another comparable professional certification.
You must provide transcripts or other documentation to support your Educational claims. To receive credit for Education, you must provide documentation of proof that you meet the Education requirements for this position.
Additional information
If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency ( ).
If you are unable to apply online or need to fax a document you do not have in electronic form, view the following link for information regarding an .
Serves as primary staff advisor to The State Adjutant General on matters pertaining to manpower and human resources management. Develops and administers state rules and procedures adapted from policies prescribed by the NGB, OPM, Department of the Army, and Department of the Air Force. Establishes and maintains liaison with the OPM area offices, and other HR offices. Responsible for the human resources management of all employee dispersed throughout a state. Has overall responsibility for the full range of human resources management major duties and responsibilities as follows:
Recruitment and Placement: Establishes state manpower policies and directs their implementation with NGB policies and authorizations. Establishes and ensures implementation of procedures for the administration of the merit promotion plan. Directs the implementation and administration of special emphasis staffing programs.
Labor/Employee Relations and Employee Benefits: Advises both management and subordinates on matters pertaining to conduct and discipline, the labor relations program, employee benefits and entitlements, and contributes to the accomplishment of special programs. Directs the initiation and administration of disciplinary and non- disciplinary adverse actions. Reviews requests for recognition from labor organizations and recommends appropriate course of action. Coordinates with labor organizations and their representatives when necessary. Directs the administration of the incentive awards, troubled employee and other employee relations.
Classification and Compensation Administration: Directs the administration of a position classification and position management program which includes: position reviews; timely forwarding of appeals with appropriate substantiation to the DoD Field Advisory Service or the OPM; timely implementation of classification packages; classification of the position; preparation and classification of local amendments to PDs.
Human Resource Development: Establishes and administers a system for determining and documenting training needs. Ensures preparation of budgetary recommendations for training needs, allocation of quotas, and scheduling of personnel for training. Plans and administers employee career development programs.
Equal Employment Opportunity: Directs the development and administration of equal opportunity programs. Coordinates procedures for monitoring progress of minorities and women, and providing documentation required from records within the office.
Information Systems: Directs the planning, operations and administration of the Defense Civilian Personnel Data System.
Military: Directs the administering, delivering, maintaining, advising, and adapting of basic concepts, principles and theories of the state AGR program to ARNG/ANG managers, supervisors, and support personnel.
Administration: Directs development of administrative regulations and procedures to provide efficient and timely accomplishment of all human resources functions.
Responsible for mobilization planning as pertains to the requirements of the HR office. Attends mobilization planning conferences/meetings.
Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO and diversity objectives. Ensures reasonable equity among units of performance standards developed. Explains performance expectations and provides regular feedback on strengths and weaknesses. Appraises performance of employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors. Approves expenses comparable to within-grade increases, extensive overtime, and employee travel. Recommends awards and changes in position classification to higher-level managers. Hears and resolves group grievances and employee complaints. Initiates action to correct performance or conduct problems and/or approves serious disciplinary actions (e.g. suspensions, removals) involving non-supervisory subordinates. Ensures documentation prepared to support actions is proper and complete. Reviews developmental needs of employees. Encourages self-development. Approves leave and ensures adequate coverage in organization. Demonstrates sensitivity to ideas of subordinates. Ensures actions taken directly as well as those by subordinate supervisors and/or teams promote an environment in which employees are empowered to participate in and contribute to effective mission accomplishment. Recognizes and takes appropriate action to correct situations posing a threat to the health or safety of subordinates.
Applies EO/EEO principles and requirements to all personnel management actions
and decisions, and ensures all personnel are treated in a manner free of discrimination.
Performs other duties as assigned.
Requirements
Conditions of employment
Federal employment suitability as determined by a background investigation. May be required to successfully complete a probationary period. Participation in direct deposit is mandatory.
1. Work may require access to classified information. Must be able to obtain and maintain
the appropriate security clearance.
2. The incumbent of this position description must have, at a minimum, a completed
National Agency Check (NAC) prior to position assignment.
3. Irregular and overtime (compensatory) hours may be required to support operational
requirements or contingencies.
4. This position is designated as Essential Personnel and may be subject to duty in
preparation for, or in response to, a state emergency or disaster declaration. This
designation will not exceed 14 calendar days per year unless otherwise approved in
advance by the TAG.
Qualifications
GENERAL EXPERIENCE : To qualify an applicant for any GS-0201 position, apply and evaluate the applicant's
competencies (knowledge, skills, abilities, and behaviors) that may include military and
civilian experiences, completed education, learned skills, obtained knowledge, endorsed
abilities, and training program accomplishments. The following seven basic qualification
competency factors are applicable to the Series GS-0201 career levels:
Skilled in collecting and analyzing data effectively, efficiently, and accurately;
Ability to clearly enunciate English without impediment of speech that would interfere
or prohibit efficient communication;
Ability to write English in reports and presentation formats;
Ability to communicate clearly and effectively;
Skilled in presenting formal training presentations and briefings;
Ability to assess body language and perceive emotional and/or distress levels; and,
Skilled in applying procedures and directives by reading and interpreting program
material.
Experiences gained through civilian and/or military technical training
schools within the human resources business programs are included as general experience qualifications. An applicant must have a validated understanding of the basic principles and
concepts of the occupational series and grade.
SPECIALIZED EXPERIENCE : Must have at least one year of specialized experiences at the GS-13 level or the equivalent
in personnel and manpower core competencies: Organization Structure, Requirement
Determination, Program Allocation and Control, and/or Performance Improvement. In
addition to a high degree of analytical ability, applicants at this expert level must have a full
range of competencies in regard to implementing and managing applicable directives,
regulations, policies, merit principles and practices related to federal civilian, military, and
National Guard technician personnel programs. Experienced in planning for and executing
all human resources personnel programs and information systems. Must have at least 36
months specialized experience in personnel and manpower core competencies:
Organizational Structures; Requirements Determination; Program Allocation and Control;
and, Performance Improvement. Experienced in managing organizational structures;
organizational and manpower standards; manpower resources; manpower data systems; and,
commercial services to include strategic sourcing. Experienced in managing civilian or
military payroll budgets, school funding allocations, and travel budgets. Experienced in
managing process reengineering, continuous improvement initiatives, and management
consulting services. Must be an expert in federal government programs, such as merit
principles and prohibited practices. Must have a full-range of competencies in writing,
designing, formatting, publishing, and presenting briefings for senior leadership at conferences,
workshops, or special committee meetings. Experienced in performing the full spectrum of
personnel program requirements to accomplish labor union negotiations and agreements;
skilled in completing accession planning and processing; classification and position
management; directing civilian or military promotions; and, analyzing human resources
personnel systems reports. Competent in directing position utilization; writing awards and
recognition media; writing evaluations; and conducting performance management.
Experienced in managing and directing assignment and reassignment actions; directing
education and training policy requirements; and, retraining procedures. Experienced in
authorizing and processing retirements; skilled in conducting disciplinary actions; and,
directing force development and force shaping programs. Experienced in managing human
resources development programs, education, voluntary education, advanced academic
education, promotion testing, and test libraries. Competent in managing and directing equal
opportunity program and sexual assault prevention and response program. Highly skilled in
career counseling, presenting performance evaluations, conducting educational and skill
development personnel course programs, and experienced in identifying behavioral concerns,
assessing culture and environmental concerns, and successful problem solving techniques and
applications. Skilled in translating higher headquarters' program policies into directives,
publications, policies, and training manuals. Experienced in developing, controlling,
programming and allocating manpower resources in support of plans, programs, budgets and execution procedures. Competent in processing organizational change actions to
activate, inactivate, redesignate, and/or reorganize structures. Experienced in conducting
performance management and productivity programs; assessing and documenting
organizational performance; and, advising on process improvement, best practices, and
optimal performance. Experiences involved using internal controls to manage and maintain
sound financial budgets and corporate standards.
Specialized Experience Qualifications for the GS-0201-14 Supervisory Positions.
Must meet the non-supervisory GS-0201-14, PLUS have 12 months of career broadening
human resources program experience in leading, planning and scheduling work in a manner
that promoted smooth flow and even distribution of assigning work requirements. The
individual must have experiences that included training and guiding employees on human
resources military or civilian programs and assigning applicable tasks. Must have
experiences in managing and supervising work functions and discipline requirements.
Experienced in conducting employee performance valuations; mentoring employees;
managing resources and budgets; and directing assigned work. Experienced in managing
military or civilian employees on all program tasks, inspections, exercises, deployments,
and/or mobilizations. Experienced in effectively and efficiently planning and scheduling
work that met or exceeded work requirements and expectations. Experienced in structuring
assignments to create viable procedures that resulted in measured and improved task
processes. Experienced in creating and implementing improvements in mentoring programs and strategies; and, executing training applications and career development that
resulted in the employees' increased performance values in quality work, timeliness
considerations, and work efficiencies. Must have professional experiences and demonstrated
abilities to train and mentor employees on the correct procedures and required competencies
to address and resolve employee performance and/or behavior issues. Previous supervisory
assignments involved improving the employees' skills and abilities through mentoring,
training, and individual career development. Experienced in identifying employees' strengths
and weaknesses that resulted in their increased performance values in quality work,
accurate decisions, timeliness considerations, and work efficiencies. Must have expert
knowledge of merit principles, equal employment, and affirmative action guideline.
QUALITY OF EXPERIENCE
Qualification factors include education and competencies in the human resources program.
Candidate's competencies are evaluated on the basis of duties performed. The applicant's
resume package may include military and/or civilian human resources experiences and
experiences in writing military and/or civilian performance reports; awarded training
certificates; and official college transcripts. The resume must clearly demonstrate the
individual's possession of the competencies needed to fully perform the Series GS-0201 work,
as defined in the applicable position description's specified grade, duties, and
responsibilities.
Education
If you are using Education to qualify for this position, A high school diploma or general education development (GED) diploma is required. An undergraduate degree from an accredited college/university is desired. A graduate degree from an accredited civilian academic college or from an equivalent professional military education school is optimum.
To receive a Highly Qualified rating for hire consideration into a GS-0201-13 or GS-
0201-14 (Expert) position, a candidate must have successfully completed any type of
federal civilian or military Supervisors course within the past 36 months.
To receive a Best Qualified rating for hire consideration into a GS-0201-13 or GS-
0201-14 (Expert) position, a candidate must have successfully completed any type of
federal civilian or military Fiscal Law course within the past 36 months.
To receive a Qualified rating for hire consideration into a GS-0201-13 or GS-0201-14
(Expert) position, a candidate must have successfully completed any type of federal
civilian or military human resources course program within the past 36 months.
If a Title 5 Excepted Service employee is appointed as a minimally qualified GS-0201-13 or
GS-0201-14, without any completed human resources course studies or human resources
certifications, as a condition of continued employment, the employee must complete at
least one of the cited Human Resources certification programs; and, successfully complete at
least one of the Human Resources, Series GS-0201, Course Programs, as indicated below,
within 24 Months of initial hire, promotion appointment, or management directed
reassignment into the GS-0201 Expert Position:
A federal civilian Personnel Management Course;
A federal civilian Supervisors Course
A federal civilian Fiscal Law Course; and,
A federal civilian Human Resources or Military Personnel Course.
REQUIRED FORMAL HUMAN RESOURCES CERTIFICATION PROGRAMS
To rate as a Highly or Best qualified candidate for initial hire, promotion, or management
directed reassignment into a GS-0201-13 or GS-0201-14 (Expert) position, a candidate must
have successfully completed at least one of the GS-0201 Human Resources course program
requirements, (as cited above) and working towards a Human Resources certification in one
of the following Human Resources Certification Programs:
Senior Professional in Human Resources;
Professional in Human Resources;
Human Resource Certified Professional or Senior Certified Professional;
Global Professional in Human Resources; or,
Another comparable professional certification.
You must provide transcripts or other documentation to support your Educational claims. To receive credit for Education, you must provide documentation of proof that you meet the Education requirements for this position.
Additional information
If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency ( ).
If you are unable to apply online or need to fax a document you do not have in electronic form, view the following link for information regarding an .
group id: DOA
