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. T 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. 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. 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. 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.

Conditions of employment

NATIONAL GUARD MEMBERSHIP IS REQUIRED. If you are not sure you are eligible for military membership, please contact a National Guard recruiter prior to applying for this position. This is an excepted service position that requires membership in a compatible military assignment in the employing state's National Guard, required prior to the effective date of placement. Selectee will be required to wear the military uniform. Acceptance of an excepted service position constitutes concurrence with these requirements as a condition of employment. Applicants who are not currently a member of the National Guard must be eligible for immediate membership and employment in the National Guard in the military grade listed in this announcement. Males born after 31 December 1959 must be registered for Selective Service. 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. Must be able to obtain and maintain the appropriate clearance designated at the State through the use of the Position Designation Tool.2. This position is covered by the Domestic Violence Misdemeanor Amendment (30 Sep 96) of the Gun Control Act (Lautenberg Amendment) of 1968. An individual convicted of a qualifying crime of domestic violence may not perform the duties of this position.3. Ability to establish effective professional working relationships with coworkers and customers, contributing to a cooperative working environment and successful accomplishment of the mission.4. Irregular and/or overtime (compensatory) hours may be required to support operational requirements or contingencies or may be required to work hours outside of the normal duty day.5. May require travel in military and/or commercial aircraft to perform temporary duty assignments.6. The work may require the incumbent to drive a motor vehicle; if so, and an appropriate valid driver's license is mandatory.7. This is a National Guard dual status technician position which requires military membership.8. In accordance with Ethics in Government Act, 1978, incumbent is required to file an OGE Form 450, Confidential Financial Disclosure Report, upon appointment and will be required to file annually.

Qualifications

Military Grades: ENLISTED OR OFFICER


SPECIALIZED EXPERIENCE: Responsibilities performed and the special knowledge and skills needed. For all positions, 1-year specialized experience must be 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.

Quality of Experience: Length of time is not of itself qualifying. Candidates' experience should be evaluated on the basis of duties performed rather than strictly on the rank of the individual; however, established compatibility criteria/assignments must be followed. The applicant's record of experience, training, and education must show possession of the knowledge, skills, and abilities needed to fully perform the duties of the position to be filled.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Once the announcement has closed, your resume and supporting documentation will be used to determine if you meet the qualifications listed on this announcement. If you are minimally qualified, your resume and supporting documentation will be compared to your responses on the assessment questionnaire to determine your level of experience. If you rate yourself higher than is supported by your application package, your responses may be adjusted and/or you may be excluded from consideration for this position. If you are found to be among the top qualified candidates, you will be referred to the selecting official for employment consideration.

Your qualifications will be evaluated on the following competencies (knowledge, skills, abilities and other characteristics): Ability to Lead or Supervise): Ability to Lead or Supervise Human Resources Management. Empowers people by sharing power and authority; develops lower levels of leadership by pushing authority downward and outward throughout the organization; shares rewards for achievement with employees; ensures that staff are appropriately selected, utilized, appraised, and developed, and that they are treated in a fair and equitable manner.

To apply for this position, you must submit a complete Application Package which includes:

1. Your resume showing:

• Contact Information-your name and the best way to contact you.
• Relevant work experience-include the employer's name, job title, start and end dates (month/year), the number of hours worked per week and describe how you meet the required qualifications of the job. Federal jobs should include series and grade.
• Education, certifications or licensures.

Next steps