Posted today
Secret
Unspecified
Unspecified
Finance
Randolph AFB, TX (On-Site/Office)
Duties
DUTY 1
Plans, organizes, and directs the activities of Career Program, ensuring that the activities comply with legal and regulatory requirements and meets customer needs. Develops goals and objectives' that integrate organization and Career Program objectives. Researches, interprets, analyzes and applies the appropriate career program/personnel guidelines, policies, regulations. Establishes policies and procedures for accomplishment of Career Program management. Plans and schedules work in a manner that promotes a smooth flow and even distribution. Coordinates plans and schedules with other organization managers and customers as appropriate. Identifies need for changes in priorities and takes action to implement such changes. Plans work to be accomplished by subordinates, sets and adjusts short-term priorities, and prepares schedules.
DUTY 2
Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. Selects or recommends selection of candidates for vacancies, promotions, details, and reassignment in consideration of skills, qualifications, and mission requirements. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate
workers performance ensuring consistency and equity in rating techniques.
DUTY 3
Represents the Directorate and promotes civilian career management goals at Policy Council meetings and other formal panel or committee meetings. Briefs functional leadership on career program activities, status of action items, and civilian personnel policy as it impacts on operations. Keeps appraised of new technology impacting methodology and provides constructive suggestions and assistance to facilitate successful transition; orients functional leadership as technologies emerge into program operations. Staffs policy council or panel/committee proposals as necessary to ensure compliance with law and compatibility with Directorate objectives. Meets with key customer and coordinating officials to assess customer satisfaction, explain organization policy and procedures, and resolve problems that arise.
DUTY 4
Develops methods and philosophy for promoting management advisory services. Directs and monitors analyses and evaluation of functional requirements, operations, organizations, and specialized skills required for positions and employees. Results are applied to advising/counseling managers and employees on such career management actions as career progression, training, assignment, etc.
DUTY 5
Markets and advocates civilian career management. Determines extent, type, and coverage of program promotional material, information documents, and briefings to effectively publicize the program and obtain management support worldwide. Reviews proposed publications, briefings, and web site initiatives to ensure effective presentation and dissemination of material to both functional and personnel groups
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 Administrative and Management Positions.
SPECIALIZED EXPERIENCE: One year of specialized 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 the GS-13 grade level or equivalent under other pay systems in the Federal service. Directs the Career Program consisting of high-graded positions dedicated to all aspects of the functional program Air Force wide. The work has a direct impact on the ability of the Air Force to staff such positions with the most experienced and skilled individuals which contributes significantly to the overall successful mission of the Air Force. The position is involved with establishing and integrating processes and policies to improve the efficiency, effectiveness, and decision-making abilities of senior leaders. Directs administrative services which support and directly affect the operations of Career Programs functions Air Force wide
FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-13 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:
1. Knowledge of laws, regulations, principles, and practices of civilian career management.
2. Knowledge of safety and security regulations, practices, and procedures.
3. Expert knowledge of the mission and organizational structure of the functional community represented in order to effectively carry out career management responsibilities.
4. Skill in written and oral communication to communicate with and brief, senior functional and personnel officials.
5. Skill in analyzing issues and formulating solutions to problems.
6. Ability to plan, organize, and direct the functions and staff of a small to medium sized organization.
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
Defense National Relocation Program is Authorized
Work may occasionally require travel away from the normal duty station on military or commercial aircraft.
Mobility is a condition of employment. Employee must sign an Air Force wide mobility agreement.
Must be able to obtain and maintain a secret security clearance.
Direct Deposit: All federal employees are required to have direct deposit.
Incentives: Recruitment and/or retention incentives may not be used.
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
Plans, organizes, and directs the activities of Career Program, ensuring that the activities comply with legal and regulatory requirements and meets customer needs. Develops goals and objectives' that integrate organization and Career Program objectives. Researches, interprets, analyzes and applies the appropriate career program/personnel guidelines, policies, regulations. Establishes policies and procedures for accomplishment of Career Program management. Plans and schedules work in a manner that promotes a smooth flow and even distribution. Coordinates plans and schedules with other organization managers and customers as appropriate. Identifies need for changes in priorities and takes action to implement such changes. Plans work to be accomplished by subordinates, sets and adjusts short-term priorities, and prepares schedules.
DUTY 2
Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. Selects or recommends selection of candidates for vacancies, promotions, details, and reassignment in consideration of skills, qualifications, and mission requirements. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate
workers performance ensuring consistency and equity in rating techniques.
DUTY 3
Represents the Directorate and promotes civilian career management goals at Policy Council meetings and other formal panel or committee meetings. Briefs functional leadership on career program activities, status of action items, and civilian personnel policy as it impacts on operations. Keeps appraised of new technology impacting methodology and provides constructive suggestions and assistance to facilitate successful transition; orients functional leadership as technologies emerge into program operations. Staffs policy council or panel/committee proposals as necessary to ensure compliance with law and compatibility with Directorate objectives. Meets with key customer and coordinating officials to assess customer satisfaction, explain organization policy and procedures, and resolve problems that arise.
DUTY 4
Develops methods and philosophy for promoting management advisory services. Directs and monitors analyses and evaluation of functional requirements, operations, organizations, and specialized skills required for positions and employees. Results are applied to advising/counseling managers and employees on such career management actions as career progression, training, assignment, etc.
DUTY 5
Markets and advocates civilian career management. Determines extent, type, and coverage of program promotional material, information documents, and briefings to effectively publicize the program and obtain management support worldwide. Reviews proposed publications, briefings, and web site initiatives to ensure effective presentation and dissemination of material to both functional and personnel groups
Requirements
Conditions of employment
- U.S. Citizenship is required
- Mobility agreement must be signed
- Must be able to obtain and maintain the 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/
- 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
- Travel by regularly scheduled commercial or military conveyances IAW Joint Travel Regulations may be required in performance of TDY
- Work may occasionally require travel away from the normal duty station on military or commercial aircraft.
- 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 Administrative and Management Positions.
SPECIALIZED EXPERIENCE: One year of specialized 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 the GS-13 grade level or equivalent under other pay systems in the Federal service. Directs the Career Program consisting of high-graded positions dedicated to all aspects of the functional program Air Force wide. The work has a direct impact on the ability of the Air Force to staff such positions with the most experienced and skilled individuals which contributes significantly to the overall successful mission of the Air Force. The position is involved with establishing and integrating processes and policies to improve the efficiency, effectiveness, and decision-making abilities of senior leaders. Directs administrative services which support and directly affect the operations of Career Programs functions Air Force wide
FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-13 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:
1. Knowledge of laws, regulations, principles, and practices of civilian career management.
2. Knowledge of safety and security regulations, practices, and procedures.
3. Expert knowledge of the mission and organizational structure of the functional community represented in order to effectively carry out career management responsibilities.
4. Skill in written and oral communication to communicate with and brief, senior functional and personnel officials.
5. Skill in analyzing issues and formulating solutions to problems.
6. Ability to plan, organize, and direct the functions and staff of a small to medium sized organization.
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
Defense National Relocation Program is Authorized
Work may occasionally require travel away from the normal duty station on military or commercial aircraft.
Mobility is a condition of employment. Employee must sign an Air Force wide mobility agreement.
Must be able to obtain and maintain a secret security clearance.
Direct Deposit: All federal employees are required to have direct deposit.
Incentives: Recruitment and/or retention incentives may not be used.
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
