Clarification from the agency

Nationwide - Open to all US Citizens

1. Provides program management and guidance for the Performance Management Program. Provides advice and assistance to supervisors and managers on preparation of performance standards and appraisals. Reviews performance standards and appraisals for regulatory compliance. Monitors the timely submission of performance standards and appraisals and provides reports. Coordinates between management, and HR Development Specialist in the development of performance improvement plans. Manages the use of the performance management program, Defense Performance Appraisal Program (DPMAP). Troubleshoots and coordinates with the Human Resources Specialist (Information Systems) to submit DPMAP help desk tickets to remove or modify Performance Standards or Appraisals that are no longer valid. Serves as subject matter expert for the employee recognition awards program. Develops and provides managers and supervisors with guidance on recognition awards program procedures. Publishes and updates the incentive awards program. Reviews award nominations requests to assure ratings and justification meet the regulatory requirements. Prepares correspondence relating to the awards program. Publicizes the Suggestion Program and coordinates management of the program with NGB. Analyzes, interprets, and clarifies policies, directives, and other issuance by OPM, DCPAS, NGB, and DoD for statewide application. Develops instructions pertaining to National Guard employee personnel administration matters and makes recommendations to the HRO and all levels of command. (30%)

2 Provides services to a complex and geographically separated organization Advises managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems. Explains rules and procedures to employees and management to help them understand rights and obligations while maintaining and encouraging objectivity in situations that may be charged with emotion and involve assumptions. Resolves disputed and interpreted facts, events, and/or identifying aggravating or mitigating factors relevant to the case. Conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance while focusing managers and supervisors on all the processes of performance management including planning, monitoring, developing, and rewarding performance as well as the rating process. Develops or assists in developing written policy and guidelines for use by local management in delineating their roles and responsibilities in such matters as developing individual employee appraisal plans, completing appraisal forms, reappraising employees as appropriate, and providing counseling and training as necessary. Advises managers about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems; explain rules and procedures to employees and help them understand their rights and obligations; maintains and encourages objectivity in situations that may be charged with emotion and involve assumptions; resolves disputed facts, including those which require credibility determinations; interprets facts and events, and/or identify aggravating or mitigating factors relevant to the case; and conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance. (30%)

3. Provides labor-relations services to a complex organization. Conducts studies relative to the development of management interests and responds to union interests at the bargaining table, which typically have a significant impact on production, involve large numbers of employees, involve several interrelated issues, and are potentially of considerable cost to the state organization if unresolved. Represents management in unfair labor practice and representation hearings before the Federal Labor Relations Authority, and in impasse proceedings before the Federal Services Impasses Panel. Advises negotiating committee members on the proper interpretation and applicability of arbitration decisions and precedent decisions related to local situations. Communicates state-wide labor relations policies and procedures to the management and staff of the organizational units serviced and relates existing precedents to the specific issue in justifying management's views. Serves as the spokesperson of a management negotiating committee involved in contract, midterm, and appropriate arrangement negotiations. Serves as a principal point of contact on labor-management matters of overall concern to established bargaining units at the local level (e.g., grievances, unfair labor practice charges, information sharing, contract interpretation, (30%)

Provides other duties as assigned.
The above duty description does not contain all details of the official position description. For more details, please contact the POC listed above.

Conditions of employment

• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• Favorable background check is required.
• Position is subject to provisions of the DoD Priority Placement Program.
• PCS expenses will not be paid.
• Males born after 31 December 1959 must be registered for Selective Service, see www.sss.gov.
• Incumbent must possess or be able to acquire the appropriate SECRET clearance for this position.
• Visit help.usajobs.gov/working-in-government/unique-hiring-paths/veterans to learn more about Veteran's Preference.
• Veteran's Preference will apply. DD Form 214's are required for Veteran's Preference. If claiming Veteran's Preference for disability a Disability VA letter and SF-15 must also be submitted.

Qualifications

AREA OF CONSIDERATION: Nationwide - Open to all US Citizens

SPECIALIZED EXPERIENCE:
GS-11: Must have at least 1-year specialized experience must be equivalent to at least the next lower grade (GS-9). 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.

OR Ph.D. or equivalent doctoral degree

OR 3 full years of progressively higher level graduate education leading to such a degree

OR LL.M., if related.

GS-12: Must have at least 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.

Incumbent will be appointed at the GS-11 or GS-12 level depending on qualifications. This position is developmental: Incumbent at the GS-11 may be non-competitively promoted to the next higher grade upon completion of an Individual Development Plan (IDP), meeting time in grade requirements, and be recommended for promotion by supervisor

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 months/years.

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.

Please follow all instructions carefully. Errors or omissions may affect your eligibility. Once the application process is complete, a review of resume and supporting documentation will be made and compared against your responses to the assessment questionnaire to determine if you are qualified for this job. If, after reviewing your resume and/or supporting documentation, a determination is made that you have inflated your qualifications and/or experience, you may lose consideration for this position.

Resume must be submitted with the following information:

• Your name and contact information.
• Work Experience section of your resume must include:
  • Name of the organization you worked at.
  • Job title you held at the organization.
  • Start and end dates for the position (dates must have month and year).
  • Bulleted statements regarding duties you performed in the position. Be clear and concise in stating your duties, we will not make any assumptions regarding your experience. Your bulleted statements should reflect that you have the required specialized experience described in this announcement.
  • If your position was in the civil service, include the grade and series for the position.
  • If applicable, include TRADITIONAL GUARDSMEN experience. Enter your MOS, bulleted statements of duties, and start and end dates (dates must have month and year).
• Education and certificates if applicable. Include name of school, degree, or certificate, start and end dates.
• Part-Time, unpaid, volunteer work if applicable. Include duties and responsibilities and start and end dates (dates must have month and year)
• IMPORTANT: Resumes that exceed 2 pages cannot be considered.
• For additional information regarding resume requirements visit: https://help.usajobs.gov/faq/application/documents/resume/page-limit

Unofficial Transcripts - If used to qualify (An official transcript may be required before being hired.)

Veteran's Preference - If applicable and claiming Veteran's Preference, you must upload documentation to support your Veteran's Preference claim to include your DD-214 indicating the type of discharge. If claiming Veteran's Preference for a disability, you must submit a VA Disability letter and SF-15 supporting your disability claim.

Priority Placement Program (PPP) Applicants - If claiming PPP status you must submit required documentation as stated below:

• DoD Military Reserve (MR) and National Guard (NG) Technicians: A copy of the "Military Reserve and National Guard Technician PPP Self-Certification Checklist" and copies of the appropriate documentation, such as the notification letter you received showing you are no longer eligible for military or NG membership (through no fault of your own) and that you have completed at least 15 years of technician service and a minimum of 20 years of service creditable for non-regular retirement.
• Priority Placement Program DoD Military Reserve (MR) and National Guard (NG) Preference Eligible Technician Receiving Disability Retirement: A copy of the "Military Reserve and National Guard Technician Disability PPP Self-Certification Checklist" and copies of the appropriate documentation, such as the notification letter you received that states you are no longer eligible for Reserve membership due to a service-connected disability.
• Priority Placement Program (PPP) DoD Retained Grade Preference Eligible: A copy of the "Retained Grade PPP Self-Certification Checklist" and copies of the appropriate documentation, such as a RIF change-to-lower-grade notice, and an SF-50 reflecting your RIF change to lower grade.

Next steps