Clarification from the agency

Limited area of consideration to current AF Internal, current AF DCIPS, or current DoD employees.

• Develop field operating agency (AFOSI) force development strategy, policy, and programs that aligns with DAF goals and requirements, strengthens workforce readiness and lethality, delivers competency-based development, and fosters career growth and professional development.
• Manage and facilitate field operating agency (AFOSI) governance structures and working groups focused on force development and talent management objectives, including but not limited to Development Teams, Functional Advisory Committees, and synchronization meetings with senior leaders and force development mission partners and stakeholders.
• In support of career field managers and field operating agency (AFOSI) human capital requirements, develop and sustain talent management frameworks that are robust, adaptable and aligned with career field and organizational goals, enabling the attraction, development and retention of a mission-ready workforce.
• Analyze and evaluate field operating agency (AFOSI) force development policy, program objectives, strategic and talent management frameworks, and organizational procedures against actionable results of Total Force development to enhance professional growth opportunities and optimize workforce effectiveness.

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
• The incumbent must undergo an internal background investigation by AFOSI and must be approved for duty by the Commander of AFOSI or the Commander’s designated representative(s).
• Occasional travel may be required to fulfill the duties of the position, including attending training sessions, conference, workshops, and inter-agency meetings.
• Travel may involve representing Headquarters AFOSI in collaborative forums to advance force development strategies or address workforce readiness challenges.
• The incumbent must be available for both domestic and, if necessary, international travel on short notice to meet mission-critical needs.
• The position may involve flexible work arrangements, including telework or compressed work schedules, to meet organizational requirements effectively.
• The incumbent must be able to work extended hours, including evenings and weekends, during critical mission events or when addressing high-priority assignments.
• Adherence to workplace policies, including those for remote work and telework, is expected.
• The incumbent may be called upon to support emergency operations or contingency tasks, particularly in situations that impact force readiness or workforce management.
• This could involve contributing to rapid-response planning, implementing interim policy measures, or coordinating with other units and agencies during crises.
• Such responsibilities require flexibility, adaptability, and a commitment to mission success under challenging conditions.
• Limited area of consideration to current AF Internal, current AF DCIPS, or current DoD employees.
• Must obtain and maintain the appropriate security clearance.

Qualifications

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.

SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-13, or equivalent in other pay systems. Examples of specialized experience includes (1) working with a wide range of concepts, principles, practices, laws, regulations and practices of the force development, education, and HR development programs; (2) using Human Resources (HR) polices, practices, and processes in order to collaborate with HR organizations to effectively incorporate and advance Force Development activities & goals and objectives into the fabric of the organization and all aspects of the employee life cycle; (3) planning, analysis of administrative and program operations, problem solving capability, and the development of recommendations for improvement. Such assignments may involve specific areas of the organization.

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-13 level is required to meet the time-in-grade requirements for the GS-14 level. 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 military force development policies, principles, concepts, guidance, procedures, techniques, and methodologies pertaining to professional, Total Force career development.
2. Knowledge of the missions, roles, functions, organizational relationships, and operation of DoD and Air Force organizations to provide command level staff guidance on professional development.
3. Knowledge of qualitative and analytical methods (e.g. surveys, focus groups, user feedback, etc.) for assessment of planning, programming, budgeting, and execution initiatives as these relate to workforce management and force development programs.
4. Skill in collecting, reviewing, and analyzing data from multiple systems and preparing and presenting recommendations on effectiveness of agency management and programs as well as on procedural and policy changes.
5. Ability to plan, organize, direct, and adjust work operations of staff organizational segments to meet program requirements and objectives within available resources.
6. Ability to communicate, both orally and in writing, clearly, concisely, and with technical accuracy. Ability to lead study teams; originate new ideas, projects and methodologies; and execute several projects and/or studies simultaneously within established financial and/or time constraints.

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social). Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

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.

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.

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.

For additional information on what to include in your resume, click here.

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.

Applicants who disqualify themselves will not be evaluated further.

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 form.
5. Current or Former Federal Civilian Employees (includes current Air Force employees): You must submit a legible copy of a SF-50, Notification of Personnel Action. 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).

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