HUMAN RESOURCES SPECIALIST (MILITARY)

Duties

Continued from Summary Section:

Summary:
The primary purpose of this position is: To serve as the Officer Accessions Program Lead, at the United States Air Force Academy (USAFA) a Direct Reporting Unit (DRU) with MAJCOM-level responsibilities. Provides expert management advisory service in a wide range of military human resources management (HRM) services in officer accessions and cadet personnel areas such as cadet in-processing, cadet dis-enrollment, cadet base assignments, cadet AFSC classification, and other special programs that support USAFA cadets and their commissioning into the United States Air Force. Develops appropriate interventions and solutions for the significant and complex A1 issues. Conducts policy reviews to evaluate the effectiveness of current policies and practices and develops proposals for improvements. Provides comprehensive advice on the full range of military resource management functions to the USAFA Chief of Office Accessions, the Director of Manpower and Personnel, the USAFA Superintendent, the Commandant of Cadets and other key managers and supervisors and integrates program objectives with AF and other allied and related programs.

Duties:

• Leads several military and cadet personnel action programs for USAFA.
• Leads studies and initiatives, plans, organizes, influences policy changes, and serves as the primary point of contact for USAFA classifications and analysis.
• Leads an office of military and civilians in the execution of, but not limited to, programs, services, reviews, and services. Serves as the command focal point for Officer Accessions and exercises personnel management responsibilities in the absence of the Division Chief.
• Advises key managers, supervisors, and USAFA leadership to include the Superintendent, Commandant of Cadets, Dean of the Faculty, Athletic Director, Preparatory School Commander, and A1 Director on the full range of military human resource management which includes officer accessions, development, sustainment, and separations.
• Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with command leadership, cadets, supervisors, customers, and co-workers and conducts or leads conferences as representative of the command for all cadet personnel issues.

Requirements

Conditions of employment

• Must complete initial online questionnaire and additional assessment(s)
• U.S. Citizenship is required
• Males must be registered for Selective Service, see www.sss.gov
• The work requires the incumbent to obtain and maintain a Secret security clearance.
• 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 at: https://afciviliancareers.com/regulatory/
• This position is subject to provisions of the DoD Priority Placement Program
• Work may occasionally require 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.
• May be required to perform other duties in support of extended mission requirements based on the scope of the mission during times of conflict or staffing shortages.
• Disclosure of Political Appointments
• All federal employees are required to have direct deposit.

Qualifications

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, GS-0201 Series.

SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems. Examples of specialized experience includes in-depth knowledge of a wide range of military HR law, executive orders, regulations, policies, directives, instructions and concepts governing HR function such as promotions, accessions, entitlement, management, recognition programs, and other programs to serve as an HR specialist at an agency Direct Reporting Unit (DRU) headquarters, providing staff level advice to Senior Leaders and staff across the organization in development of solutions to significant problems involving recommendations for local program improvement. Note: Resume must show supporting details.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in -grade requirements to be considered eligible. One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

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 a wide range of military Human Resources (HR) laws, executive orders, regulations, policies, directives, instructions, and concepts governing military HR functions such as officer accessions, officer classification policies, assignment practices, conduct issues, identification card requirements, and other programs.
• Knowledge of advanced military human resources management (HRM) principles, concepts, practices, analytical methods, a wide range of qualitative and quantitative techniques, and relationships of various military HR disciplines as well as seasoned consultative skill sufficient to resolve complex military HRM problems not susceptible to treatment by standard methods.
• Knowledge of organizational structures and functions across a major military command or comparable organization to identify, consider, and present options for the resolution of substantive organizational and program issues recommend changes to program policies and operations in line with higher level vision, goals, and objectives.
• Ability to review, analyze, and assess military Human Resources (HR) program operations to include identifying deficiencies, measuring compliance, consistency, and effectiveness, and making recommendations for enhancements and improvements.
• Ability to review, analyze, plan, and adjust work operations of one or more organizational segments to meet program requirements and objectives within available resources. Ability to plan, organize, and direct the functions and mentor, motivate, and evaluate the staff.
• Skill in written and oral communication to present issues and recommendations and to establish and maintain effective and positive working relationships.

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social). Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Education

********************ADDITIONAL INFORMATION FOR ACTIVE DUTY SERVICES MEMBERS********************

ACTIVE DUTY SERVICE MEMBERS: The VOW Act requires federal agencies to treat an eligible active duty service member as a veteran, disabled veteran, and preference eligible (as applicable) when applying for civil service positions before the effective release or discharge date. Appointment of military members before the release or discharge date is permissible if the member is on terminal leave. At the time the active duty member applies for a civil position, he or she must submit a "certification" memo in lieu of a DD-Form 214, Certificate of Release or Discharge from Active Duty . Active duty members applying for a civil service position without submitting a valid certification memo or DD-Form 214 with their application will render the member ineligible for the position. The certification memo must originate from the member's military service branch on official letterhead and contain the following:

• Name/Rank/Grade of Service Member
• Branch of Armed Forces
• Dates of Active Service (Start and End Date(s)
• Expected Date of Discharge/Release from Active Duty
• Terminal leave start date (if applicable)
• Expected character of service (honorable or general) and type of separation (i.e. separation or retirement)
• Must be certified within 120 days of anticipated discharge
• Signature by, or by direction of the adjutant, personnel office, unit commander, or higher headquarters commander.

Note: The VOW Act provides tentative preference. If appointed, a DD Form-214 must be submitted upon receipt

Additional information

Interagency Career Transition Assistance Program (ICTAP): For information on how to apply as an ICTAP eligible click . To be well-qualified and exercise selection priority for this vacancy, displaced Federal employees must be rated well qualified or above for this position. You must submit a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting position, grade level, and duty location.

Employed Annuitants (Reemployed Annuitants): Applicants in receipt of an annuity based on civilian employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants. Click for more information.

120-Day Register: This announcement may result in a 120-day register that may be used to fill like vacancies for 120 days after the closing date. Applicants may be referred for consideration as vacancies occur.

Military Spouse Preference (MSP) Eligible: MSP applicants, if determined best qualified, must be selected and placed at the highest grade for which they applied. You must include a completed copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility for MSP. Click to obtain/download a copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist.

Priority Placement Program (PPP) Applicant Eligible: PPP Applicants, if determined well qualified and selected, will be placed at the at the full performance level. You must include the applicable completed copy of the PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility as a PPP Applicant. Click to obtain/download a copy of the applicable PPP Self-Certification Checklist (DD3145-1 through DD3145-4, select the appropriate checklist for your claimed preference). To determine the applicable PPP Self-Certification Checklist required to substantiate the eligibilities you are claiming, refer to the AF Civilian Employment Eligibility Guide located in the Required Documents section of this vacancy announcement.

is available to a Federal employee hired on/after 5 Nov 2016, who is a veteran with a service-connected disability rating of 30% or more. For more information, click .

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. When you perform a Civilian Permanent Change of Station (PCS) with the government, the Internal Revenue Service (IRS) considers the majority of your entitlements to be taxable. Visit GSA Bulletin FTR 20-04 for additional information.