Military Grades: O5/Ltc - O6/Col
Compatible Military Assignments: AFSC 38FX
SPECIALIZED EXPERIENCE: Must possess 1-year specialized experience equivalent to at least the next lower grade. Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills, knowledge, abilities and behaviors) to qualify for a position identified by its position grade and career level. Specialized experience factors encompass human resources program's business competencies, familiarity with the subject matter or processes used in human resources programs associated with DoD, U.S. Army, or U.S. Air Force. Experience in managing the function of the work to be performed. Experience which includes leading, directing and assigning work of personnel.
DUTIES (full duties present in Questionnaire)
The incumbent serves as a full assistant to the Human Resources Officer. The incumbent shares in and assists the Human Resources Officer with advising TAG/CG, staff elements, and operating official on matters pertaining to manpower and HR management. Develops and administers S/T/DC rules and procedures adapted from policies prescribed by the U.S. Office of Personnel Management (OPM), Department of Defense (DoD), Department of the Army (DA), and Air Force (DAF), National Guard Bureau (NGB), and other Government Agencies. The incumbent shares in and assists the Human Resources Officer with development of administrative regulations and procedures to provide efficient and timely accomplishment of all HR functions. Reviews incoming and outgoing correspondence with particular emphasis on compliance with all laws, policies, and related official guidance. Reviews annual reporting requirements prior to TAG/CG signature (i.e. MD 715). Ensures familiarity and compliance with DCPAS and OPM guidance. The incumbent shares in and assists the Human Resources Officer with responsibilities for the HR management of all Full-Time Workforce personnel dispersed throughout a S/T/DC, engaged in a variety of occupations under the Federal Wage and General Schedule pay systems as well as military pay schedules. The HR programs include providing HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Performance Management Employee/Labor Relations, Military (AGR), Position Classification and Position Management, Recruitment/Placement and Compensation, and related clerical and administrative functions for a workforce. The incumbent shares in and assists the Human Resources Officer with overall responsibility for the full range of HR management major duties and responsibilities as follows:
a. HR Development
b. Employee Benefits
c. Equal Opportunity Programs
d. HR Information Systems
e. Military (AGR)
f. Performance Management and Employee/Labor Relations
g. Position Classification and Position Management
h. Recruitment/Placement and Compensation
i. Federal Funds Management
2. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors, teams, etc. as appropriate. 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 and makes decisions on non-routine, costly or controversial training needs and/or requests for unit employees. Encourages self-development. Approves leave and ensures adequate coverage in organization through peak workloads and traditional holiday vacation time. 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. Discharges security responsibilities by ensuring education and compliance with security directives. Recognizes and takes appropriate action to correct situations posing a threat to the health or safety of subordinates.
3. The incumbent shares in and assists the Human Resources Officer with directing HRO programs and projects, and carry out assigned missions; plans, directs, coordinates, and expedites special projects and actions appropriate for each program, when tasked will undertake special studies. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, Capability Maturity Modeling, multi-module estimation, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution.
4. The incumbent shares in and assists the Human Resources Officer with responsibilities for mobilization planning as pertains to the requirements of the Full-Time Workforce and HR Office (HRO) responsibilities. The incumbent may attend or provide representation to mobilization planning conferences/meetings in the Human Resources Officer's absence. The incumbent shares in and assists the Human Resources Officer with ensuring that mobilization plans are developed when mobilization plans are developed and implemented to support Full-Time Workforce personnel as needed /when directed. The incumbent shares in and assists the Human Resources Officer with development, implementation, and management of the HRO Continuity of Operations (COOP) plan to support the S/T/DC. The incumbent shares in and assists the Human Resources Officer with ensuring the HRO COOP is developed and maintained in compliance with all laws, policies, and related official guidance. The incumbent shares in and assists the Human Resources Officer with preparing, coordinating, validating, and maintaining the HRO COOP and updates the plan in accordance with DoD, DA, DAF, NGB, and S/T/DC policies, regulations, and official guidance. The incumbent shares in and assists the Human Resources Officer with managing and assisting S/T/DC COOP Operational Planning and Execution during exercises and real-world events. Maintains compatibility between DoD, DA, DAF, NGB, S/T/DC COOP plans and the other Directorates within S/T/DC.
Performs other duties as assigned.