SUPERVISORY SARC (PRINCIPAL)(SAR WF)

Duties

• Serve as a member of the Senior Commander special staff and is the designated individual who serves as the Senior Commander's principal authority, strategic advisor, and advocate for the SHARP Program.
• Maintain a workplace environment that rejects sexual harassment, sexual assault and attitudes that promote such behaviors.
• Participate in management of issues, providing information and recommendations based on data summaries, extensive knowledge of regulatory and policy background, and resolution of previous issues.
• Responsibility for procedures, issues, and criteria related to prevention, response, victim advocacy, reporting/investigative procedures, and decision points and impacts related to incidents of sexual harassment and sexual assault.
• Collect data; perform analyses and makes recommends improvements in data gathering and analysis related to sexual harassment and sexual assault; closely monitors data to identify trends; draws appropriate and defensible conclusions.
• The incumbent serves as the focal point for the installation AOR in the areas of sexual harassment and sexual assault prevention and response.
• Develops managerial tools to accurately track sexual harassment and sexual assault case management and regulatory requirements Ensures tools enable the SARTs to clearly identify throughput issues.
• Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges and changes in the operations environment.

Requirements

Conditions of employment

• One year trial/probationary period may be required.
• Appointment may be subject to a suitability or fitness determination, as determined by a completed background investigation.
• Male applicants born after December 31, 1959, must complete a Pre-Employment Certification Statement for Selective Service Registration.
• You will be required to provide proof of U.S. Citizenship.
• Applicants must comply with the Exceptional Family Member Program requirements as outlined in the DoD Instruction 1315.19.
• Must be able to satisfy the requirements of the 26JUL12 DODI 1400.25 V1230, DoD Civilian Personnel Management System: Employment in Foreign Areas and Employee Return Rights. Visit https://www.esd.whs.mil/DD/DoD-Issuances/140025/.
• The duties of this position require background checks to be conducted against all records as required by law, OPM, DoD, and Army policy and regulation.
• In accordance with DoDI 6493.03, this position requires the incumbent to obtain and maintain the DoD Sexual Assault Advocate Certification Program (D-SAACP) within six months of employment.
• SHARP positions must complete all required training, obtain certification, and be placed on appointment orders prior to having any victim contact or access to victim information.
• May be subject to occasional 24/7 on-call SARC responsibilities.
• This position may require temporary duty (TDY) business travel up to 25% of the time.
• Must be able to travel using military transportation or non-commercial means of travel.
• IAW DoD Policy, must be able to obtain and maintain a no-fee Special Issuance Passport (SIP) and associated visa while assigned to a Federal civilian position in an area requiring a passport and associated visa.
• Must be able to obtain and maintain a US Forces Certificate of License to operate non-tactical vehicle/transportation motor pool (NTV/TMP) vehicles such as a sedan or small passenger van.
• Position has supervisor responsibilities and position is subject to 5 CFR 2638.103, Government Ethics Responsibilities of Supervisors. First time supervisors are required to complete supervisory training within one (1) year of appointment.

Qualifications

Who May Apply: US Citizens

In order to qualify, you must meet the experience requirements described below. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student; social). You will receive credit for all qualifying experience, including volunteer experience. Your resume must clearly describe your relevant experience; if qualifying based on education, your transcripts will be required as part of your application. Additional information about transcripts is .

Specialized Experience: One year of specialized experience equivalent to the GS-12 grade level in the Federal service which includes: 1) Managing program activities that emphasize prevention of sexual harassment/assault and victim advocacy; 2) Gathering information to develop sexual harassment/assault policy and guidelines to achieve program objectives; 3) Providing advice on sexual harassment/assault to management and program support personnel; AND 4) Analyzing program data to identify trends or areas for improvement.

Education

Some federal jobs allow you to substitute your education for the required experience in order to qualify. For this job, you must meet the qualification requirement using experience alone--no substitution of education for experience is permitted.

Additional information

• Direct deposit of pay is required.
• U.S. citizens overseas under ordinarily resident status are not eligible for appointment under the Status of Forces Agreement.
• Locality pay does not apply in the overseas area.
• If an employee brings a child to an overseas location and that child is entitled to attend a DoD school on a space-required basis in accordance with DoDEA Regulation 1342.13, the DoDEA and the Military Department responsible for providing related services will ensure that the child, if eligible for special education, receives a free appropriate public education, including related services pursuant to DoDI 1342.12 and DoDM 1342.12.
• If an employee brings an infant or toddler (up to 3 years of age) to an overseas location, and that infant or toddler, but for the child's age, is entitled to attend the DoDEA on a space-required basis in accordance with DoDEA Regulation 1342.13, then the Military Department responsible for EIS will provide the infant or toddler with the required EIS in accordance with the eligibility criteria consistent with DoDI 1342.12 and DoDM 1342.12.
• Employees (and family members) who require medical or dental care in the overseas location will be responsible for obtaining and paying for such care. Access for civilian employees and their families to military medical and dental treatment facilities is on a space-available and reimbursable basis only.
• Medical and dental care may be provided by host nation providers. The availability and level of care at host nation medical and dental facilities will vary by location.
• Pay retention may be offered to selected applicants for positions at overseas locations. Pay retention will not be offered as an incentive for employees moving between overseas positions.
• Selectees may receive certain foreign area benefits such as: Living Quarters Allowance (LQA) or government quarters, home leave, etc. Selectees will have their eligibility for foreign area benefits determined at the time of hire in accordance with Department of State Standardized Regulation (DSSR) and DoDI 1400.25 volume 1250.
• For positions in a foreign country, that country's laws or international agreements may have a direct impact on the ability of an employee's same sex domestic partner or spouse to accompany the employee and receive certain benefits. If you believe you may be affected by these laws and agreements, you should familiarize yourself with relevant information and direct questions concerning a specific country (Foreign Duty Location) to the appropriate Army Human Resources point of contact prior to the acceptance of employment and your entrance on duty.
• This is a(n) 53 Career Field position.
• The initial length of this overseas tour is 36 months.
• Defense National Relocation Program will not be authorized.
• Multiple positions may be filled from this announcement.
• 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 https://www.dfas.mil/civilianemployees/civrelo/Civilian-Moving-Expenses-Tax-Deduction/ for more information.
• Payment of Permanent Change of Station (PCS) costs is authorized, subject to the provisions of the Joint Travel Regulations.
• Recruitment, Relocation and Retention Incentive may be authorized.