BATTLE STAFF DIRECTOR

Clarification from the agency

Eligible NAF employees are considered under Hiring Path - "Federal employees-Excepted service"

Primary Purpose:
The primary purpose of this position is: Serves as the Battle Staff Director and Deputy Director of Operations (SOJ3) for Special Operations Command North (SOCNORTH), a Theater Special Operations Command (TSOC) under the United States Special Operations Command, a unified Combatant Command (COCOM), sharing with the director the full scope of responsibility for managing the activities of the directorate. Represents the director officially, and when acting for the director, possesses the same authority and prerogatives. Directs Command Battlestaff activities to ensure compliance with legal and regulatory requirements, advising the SOCNORTH commander on Special Operations Forces (SOF) employment and integration to support.

Duties:

• Serves as the SOCNORTH Battle Staff Director and senior advisor to the commander, accountable for the effective operational and technical aspects required for all Battle Staff nodes.
• Serves as the Deputy Director of the Operations Directorate, responsible for exercising supervisory personnel management responsibilities and the planning, organizing, and managing of operations activities for the directorate.
• Represents the Special Operations Directorate with a variety of command and functional area organizations.
• Serves as the Senior Civilian Advisor to the Commander, SOCNORTH, representing the Civilian workforce in all Joint Workforce Council forums.

Conditions of employment

• U.S. Citizenship Required
• Males must be registered for Selective Service, see www.sss.gov
• 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
• Disclosure of Political Appointments
• Advance in hire may be authorized if there is demonstrable proof provided on your resume
• Leave accrual may be authorized upon request
• Depending on the type of position (competitive/excepted) you are selected for, you will be required to serve a 1-year probationary period OR 2-year trial period.
• Upon completion of your probationary/trial period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.
• Employee is subject to random Counter Intelligence (CI) Polygraph (Poly) screenings as a condition of employment. Failure to submit to a CI-Poly will result in debrief from all SAPs and removal from the position.
• "This is a Supervisory Position." A 1 year supervisory probationary period is required if applicant selected has not previously met this requirement.
• This is a centrally managed position in the operations career field
• This position is designated by the Air Force as a Test Designated Position (TDP) under the Air Force Civilian Drug Testing Program. As a mandatory requirement for employment in this TDP, the incumbent is (A) to refrain from use of illegal (cont.)
• (cont.) drugs and (B) if required, to submit to urinalysis testing. Illegal drug use by employees in sensitive position presents a clear threat to the mission of the Air Force, national security, and public safety. (cont.)
• (cont.) The selectee must sign a statement acknowledging the position occupied is identified as a TDP.
• This position has been designated as Special Sensitive. The employee is required to obtain and maintain a Top Secret/Sensitive Compartmented Information clearance as a condition of employment. Access to Sensitive Compartmented Information (cont.)
• (cont.), other intelligence-related Special Sensitive information, and involvement in Top Secret Special Access Programs (SAP) is required to fully perform the duties and responsibilities of the position. A non-disclosure agreement must be signed.
• Required to perform Battle Roster functions during Exercises, Real-World events, or on an as needed basis to support mission requirements. Battle Roster functions may include but are not limited to the Joint Operations Center (JOC), (cont.)
• (cont.) Future Operations Center (FOC), Future Plans Center (FPC), Joint Logistics Operations Center (JLOC), N(n)NC Deployment and Distribution Operations Center (NDDOC), Joint Intelligence Operations Center-North (JIOC-N), (cont.)
• (cont.) Joint Cyber Center (JCC), and other tasks as assigned. These functions require additional duty hours and/or a physical/medical assessment to deploy to alternate duty locations (non-combat) or in-place.

Qualifications

Conditions of Employment:

• This is a KEY position IAW 32 CFR, Part 44 Appendix A and DoD Directive 1200.7. A Key Position is a Federal position that cannot be vacated during a war, national emergency, or mobilization without seriously impairing the capability of the parent Federal Agency to function effectively. Applicants for positions designated as "Key" positions who do not agree to this condition shall not be extended an offer of employment. The employee must be removed from the Ready Reserve and CANNOT become a member of the Ready Reserve while assigned to this position.
• IAW DoDI 3020-42 this position has been locally, or command designated as Mission Essential (ME). ME personnel perform a Mission Critical Function (MCF), which must continue uninterrupted after the occurrence of an emergency or during hazardous weather conditions to keep critical operations functioning. These personnel are required to report for duty at normal times when the base is closed or if delayed reporting is directed and remain on duty during phased or early release.
• This is an Emergency Essential position IAW Section 1580 of title 10, USC. The employee must provide immediate and continuing support for combat operations or support maintenance and repair of combat essential systems of the armed forces. It is necessary for the employee to perform that duty in a combat zone after the evacuation of nonessential personnel, including any dependents of members of the armed forces, from the zone in connection with a war, a national emergency declared by Congress or the President, or the commencement of combat operations of the armed forces in the zone. It is impracticable to convert the employee's position to a position authorized to be filled by a member of the armed forces because of a necessity for that duty to be performed without interruption. Employee must meet the medical and suitability requirements of the positions as outlined in DD Form 3207 and sign the DD Form 2365 as a condition of employment.
• Incumbent may be required to be on Proficiency Shifts (Pro-Shifts) and complete Initial Qualification Training, JOC Mission Qualification Training, Mission Certification Training and/or JOC on-the-job training, depending on specific position requirements to support the JOC. This includes maintaining certification with annual evaluations. As part of maintaining crew qualification, pro-shifters will work at least two (2) day shifts, two (2) swing shifts, and two (2) mid shifts every six (6) months. For crew positions maintaining a 12-hour watch schedule, pro-shifters must work at least two (2) day shifts and two (2) mid shifts every six (6) months.
• Work may require short notice travel away from the normal duty station to locations within and outside of the continental United States on military or commercial aircraft in accordance with Joint Travel Regulations in performance of temporary duty (TDY) or deployments (under 30 days) to non-combat locations. Training may be required to prepare the incumbent for extended TDY under field conditions, which may expose incumbent to hazardous conditions and potentially life-threatening conditions. Special dietary or religious requirements may not be accommodated during TDY or training exercises. Incumbent may be required to obtain an official passport.
• Employee may be required to work non-traditional duty hours and/or be "on call" after normal duty hours, which may include evenings, weekends and holidays. Position is subject to short- or no-notice recall to duty during exercises, crises, or contingencies. Shift work may be necessary during exercises, crises, or contingencies. Incumbent may be required to support extended hours and 24-hour operations as directed. 11. In the performance of assigned duties, employee uses tact, diplomacy, and professionalism to promote effective working relationships with a variety of offices and agencies. 12. YA002 = Eligible for situational telework only, including Ad hoc, Emergency, or OPM prescribed "Unscheduled" Telework. This eligibility is separate and distinct from the employee's eligibility. A civilian employee's telework arrangement may be terminated at the discretion of the supervisor or at the employee's request.

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, Miscellaneous Administration and Program Series 0301.

SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-14, or equivalent in other pay systems. Examples of specialized experience includes expert knowledge of joint special operations doctrine, policies, and procedures to plan, direct, and oversee theater-wide OAEIs across all operational conditions, ensuring compliance with legal and regulatory requirements and alignment with USNORTHCOM and USSOCOM objectives. Comprehensive knowledge of military strategic, theater, and tactical concepts across multiple domains (air, land, sea, space, and cyber) to coordinate and integrate SOF missions, capabilities, and force structures with interagency and international partners, addressing dynamic and evolving threats within the USNORTHCOM AOR. In-depth knowledge of personnel management, EEO, and safety and security regulations to supervise and mentor subordinate supervisors, manage a diverse workforce, and ensure compliance with security directives for classified and sensitive materials.

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-14 level is required to meet the time-in-grade requirements for the GS-15 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:

1. Knowledge of Joint Special Operations Doctrine; Joint policies and procedures; DoW, Services and Joint organizational structures; national intelligence organizations, state and federal emergency organizations, other pertinent inter-agency organizations providing key input to homeland defense.
2. Knowledge of military strategic, theater, and tactical concepts; and their principles, processes, techniques, and procedures used in all dimensions - air, land, sea and space.
3. Knowledge of all Special Operations Forces missions, capabilities, force structure, planning and execution processes. Knowledge of personnel management, EEO, and safety and security regulations, practices, and procedures.
4. Ability to plan, organize, and direct the functions and mentor, motivate, and appraise the staff of an organization through subordinate supervisors.
5. Ability to analyze, plan, and adjust work operations of one or more organizational segments to meet program requirements and objectives within available resources.
6. Ability to communicate complex operational and strategic concepts both orally and in writing to diverse audiences, including senior leaders, interagency partners, and subordinate staff.

How you will be evaluated

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

Your application package (resume, supporting documents, and responses to the questionnaire) will be used to determine your eligibility, qualifications, and quality ranking for this position. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment.

The resume/documents you submit must support your responses to the online questionnaire. If your application contradicts or does not support your questionnaire responses, you will receive a rating of "not qualified" or "insufficient information" and you will not receive further consideration for this job.

BASIS OF RATING: Your application will be rated under the Cut Point procedures based on the extent to which the quality, depth, and complexity of your experience and education relate to the qualification requirements. Additional points are not added for Veteran's Preference; however, Veteran's Preference is considered where applicable.

Best Qualified Group: Candidates in this category possess exceptional skills and experience to exceed well above the minimum requirements.
Fully Qualified Group: Candidates in this category possess good skills and experience above the minimum requirements.
Basically Qualified Group: Candidates in this category meet the minimum education and/or experience requirements.

Applicants who disqualify themselves will not be evaluated further.

APPRAISALS/AWARDS: Hiring Managers use objective methods and consider previous performance appraisals and awards in the selection process. Current Federal Civilian employees should list any relevant performance related rating and/or awards in your resume.

The following documents are required and must be provided with your application. Applicants who do not submit required documentation to determine eligibility and qualifications will be eliminated from consideration. Other documents may be required based on the eligibility/eligibilities you are claiming. Click here to view the AF Civilian Employment Eligibility Guide and the required documents you must submit to substantiate the eligibilities you are claiming.

1. Online Application: Questionnaire
2. Resume: Your resume may NOT exceed two pages, and the font size should not be smaller than 10 pts. You will not be considered for this vacancy if your resume is illegible/unreadable. Additional information on resume requirements can be located under "How To Apply".
3. Transcripts/Registration/License: If qualifying on education/position requires education, you must submit copies of your transcripts and if required for the position, submit an active, current registration/license.
4. Veterans: If claiming VEOA, VRA or 30% Disabled Veteran - Submit VOW certification memo or copy of the official DD-Form 214, which must include the character of service (i.e., with an honorable or general discharge). This will be annotated in block 24 on member copy 2, 4, or 7 of the DD-Form 214. If claiming 30% Disabled Veteran, you must also submit a VA Letter or a disability determination from a branch of the Armed Forces. NOTE: All veterans claiming 10-point preference must also submit a SF-15.
5. Current or Former Federal Civilian Employees (includes current Air Force employees): You must submit a legible copy of your most recent SF-50, Notification of Personnel Action, AND a SF-50 reflecting the highest grade held if different from your recent SF-50. The SF-50, block 24 must contain "1" or "2" AND block 34 must be a "1". Employees eligible under an OPM approved interchange agreement, block 34 may contain a "1" or "2".
6. Promotion Consideration: If you wish to be considered as a promotion candidate and your SF-50 has an effective date within the past year, it may not clearly demonstrate you meet the one-year time-in-grade requirements. You will need to provide additional SF-50s which clearly demonstrates you meet the time-in-grade requirements (examples of appropriate SF-50s include Promotions, Within-Grade, Grade/Range Increases, and SF-50s with an effective date more than one year old).

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.

OPTIONAL DOCUMENTS:
Performance Appraisals for Current Federal Civilian Employees - Most recent performance appraisals (dated within last 3 years) showing the official rating of record, signed by a supervisor, or statement why the performance appraisal is unavailable.
Awards for Current Federal Civilian employees - List any awards received within the last 3 years on the resume.
Note: Applicant must not submit award Notification of Personnel Actions (SF50s).

Next steps