Clarification from the agency

US CITIZENS T5 ONLY POSITION

As a PRINCIPAL SARC , GS-0101-13, you will:

• Assess, identify, and advocate for adequate staffing, budgetary resources, and technological tools to support the SAPR program; conduct regular assessments of workload and caseload to ensure equitable distribution; and allocate resources based on the evolving needs of SAPR personnel and the victims served.
• Serve as the state co-chair of the monthly sexual assault Case Management Group (CMG) meetings, state quarterly sexual assault CMGs, and oversee the state High-Risk Response Teams to ensure the victim's safety and the safety of retaliation reporters; facilitate sexual assault victim services and retaliation reporters' referrals; and direct effective SAPR system coordination and ensure appropriate accountability.?This responsibility is not delegable.
• Formulate state SAPR program objectives and priorities and implement plans consistent with the long-term interest of the state. Provide expert advice on trauma-informed practices; cultural competence; and ethical considerations and guidance to address complex cases, ethical dilemmas, and challenging situations.
• Manage and oversee planning, implementation, and evaluation of all SAPR activities at the state level; adapt SAPR activities according to state risk and protective factors; and set strategic goals to align to organizational level policy and SAPR mission.
• Execute Department of Defense (DoD) and Service level sexual assault policy at the state level and serve as the principal advisor to state leadership advising on all SAPR-related matters and implementation of SAPR strategy.
• Develop and collaborate with relevant stakeholders on SAPR public awareness campaigns, including planning local events for Sexual Assault Awareness and Prevention Month; representing the SAPR program in community outreach efforts as a subject matter expert; and ensuring that outreach efforts align with the SAPR program's strategic goals.
• Analyze SAPR program, DoD, and tactical data to identify trends and areas for improvement and use that data to inform decision-making and improve SAPR program service delivery; and generate comprehensive reports on program outcomes, achievements, and challenges for internal and external stakeholders across multiple echelons. Brief findings to state stakeholders and leadership.
• Advise state leadership on the development of Memoranda of Understanding or Memoranda of Agreement related to SAPR within the state, as necessary, to maximize cooperation, reciprocal reporting of sexual assault information, and consultation regarding jurisdiction for the prosecution of service members involved in sexual assault.
• Manage staff training requirements by establishing individual development plans and providing, arranging, or overseeing necessary on-the-job or formal training, including initial and refresher training, that covers topics such as trauma response, legal updates, and cultural competency to meet the requirements for DoD Sexual Assault Advocate Certification Program (D-SAACP) certification and comply with security, privacy, and confidentiality directives.
• Implement a transparent and fair performance evaluation process for SAPR personnel within their AOR to evaluate, authorize awards, counsel on performance or behavior, initiate corrective actions as needed, and elevate for approval by higher level officials as required.
• Hear and resolve complaints from personnel, referring group grievances and more serious unresolved complaints to a higher-level supervisor, manager, or program within their AOR. Effect minor disciplinary measures, such as warnings and reprimands, recommending other action in more serious cases.
• Performs other duties as assigned.

Conditions of employment

Areas of Consideration:

• US Citizens

Additional Employment Requirements:

-Participation in direct deposit is mandatory

-May be required to successfully complete a probationary period

-Federal employment suitability as determined by a background investigation

-Males born after 31 December 1959 must be registered for Selective Service

• You may be required to successfully complete a 1- or 2- year probation/trial period to assess performance, conduct, agency needs, public interest, and efficiency. Employment ends unless certified in writing that it advances the agencies interest.

Qualifications

GENERAL EXPERIENCE:
Practical knowledge of the following programs, procedures, and policies of the following areas:

• At least six months of military and or civilian working experience at an intermediate competency level in one of the personnel programs, family programs, or community service programs.

SPECIALIZED EXPERIENCE:
At least 12 months military or civilian experience or knowledge in the following areas:

• Presenting formal and informal program briefings to senior leaders
• Developing training materials with the ability to facilitate effective interactive trainings in sexual assault.
• Sexual assault and domestic abuse prevention policies, regulations, and statutory requirements in the military or civilian sectors
• Capable of professionally expressing oneself orally and in-writing; and, experienced in interacting with diversified groups, individuals, and organizations.
• Military organizations, mission impacts, military lifestyles, civilian resources, and traumatic situations that may contribute to individual and interpersonal stress.

Due to the potential for legal or professional conflicts of interest, per CNGBI 1300.01, certain military occupational specialties cannot serve as SARCs or VA. These military positions' professional duties for sexual assault response conflict with the duties required of the SARCs and SAPR VAs.

• Chaplain personnel and chaplain assistants are NOT appointed as the National Guard SARC or VA Title 5 Excepted Service employees because they have privileged communication granted in the DoD Chaplain Program.
• Law enforcement personnel are NOT appointed as National Guard SARC or VA Title 5 Excepted Service employees because they have confidential limits in their roles to seek and document the truth of the crime.
• Judge advocates and paralegals are NOT appointed as National Guard SARC or VA Title 5 Excepted Service employees because their legal responsibilities conflict with SARC or SAPR VA duties and may involve prosecution or defense of alleged offenders.
• Commanders, CSMs, 1SGs are NOT appointed as National Guard Title 5 Excepted Service SARC or VA employees because their command responsibilities include focus on assessing the facts, functions, and accountability for both the offender and the victim; and these command duties conflict with the National Guard SARC or VA Title 5 Excepted Service employee's duties that are focused only on providing support and resources to sexual assault victims.
• Medical and Mental Health Providers are NOT appointed as National Guard Title 5 Excepted Service SARC or VA employees because their clinical roles and medical treatment work may require contact with a sexual assault victim; and their clinical roles and their medical treatment duties and responsibilities directly conflict with the SARC or VA work requirements.
• EOAs and EOLs are NOT appointed as National Guard Title 5 Expected Service SARC or VA employees because they do not have confidentiality and one of the main basis for the program is privacy and confidentiality for the Victim.
• This position may require temporary duty (TDY) business travel up to 25% of the time. Must possess a valid driver's license and have the ability to operate a motor vehicle should the need arise to operate a government vehicle/motor pool vehicle. May require travel by car, in military and/or commercial aircraft, and by other means of transportation as appropriate to perform temporary duty assignments.

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):

The agency's Human Resources Office may request additional documentation to support any military requirements or pre-requisites.

Creative Thinking, Interpersonal Skills, and Planning and Evaluating

Please read these instructions carefully before submitting your application. Failure to submit all required documents by the closing date/time of this vacancy announcement will result in disqualification. Please review your application thoroughly prior to final submission to ensure all required documents are included. Uploading documents to USAJOBS does not automatically ensure their inclusion with your application in our system. You must verify that all documents are present within your application package before submitting.

To apply for this position, you must submit a complete Application Package, including the following:

1. Resume: Your resume may not exceed two pages and must include:

• Your full name, current address, civilian email address, and telephone number.

• Detailed work history, including job title, employer's name and address, supervisor's name and phone number, dates of employment (MM/YY), hours worked per week, and a comprehensive description of your duties and accomplishments.

• Evidence supporting your eligibility and qualification claims. You are required to document this information within your resume.

• If qualifying based on related unpaid experience (e.g., volunteer service), provide hours worked per week and beginning/ending dates (MM/DD/YYYY to MM/DD/YYYY).

• For Federal service, include the series and grade of each position held.

• Please be clear and specific. We will not make assumptions regarding your experience. Your resume must contain sufficiently detailed information to allow for a qualification determination.

Example:

$65,000 per year; 40 hours per week, January 2010 - July 2019 or January 2006 - Present… followed by a detailed description of your experience and qualifications.

Important Notes Regarding Resumes:

• Incomplete resumes will not be considered.

• If you submit multiple resumes, only the most recently uploaded resume will be reviewed.

• Do not copy and paste the job description or qualifications into your resume. Doing so will result in disqualification for plagiarism.

2. SF50 (if applicable): Prior/current Federal employees are required to submit their most recent (non-award) SF50. The SF-50 must reflect the highest grade and step held in Federal Service that demonstrates one year time-in-grade.

3. Proof of Required Credentials (if applicable): Submit proof of certification, license, clearance certificate, SRB, ORB, RIP, and unofficial transcripts (with credit hours and degree completion status) for all requisite certification requirements as outlined in this job opportunity announcement. If you are in the military (any service or component), you must submit proof (separate from your resume) verifying your current membership and rank/grade.

4. Veterans' Preference Documentation (if applicable): Submit supporting documentation for all Veterans' Preference claims, such as DD-214, SF-15, and medical information.

• Important: If claiming Veterans' Preference, you MUST submit the appropriate documentation. Failure to do so WILL result in the loss of your preference.

  • 10-Point Veterans' Preference: Submit a signed SF-15, "Application for 10-Point Veterans' Preference," plus required supporting documentation.

  • 5-Point Veterans' Preference: Submit a copy of your DD-214, including Character of Service (usually Member-4 copy). Active duty personnel may submit a certification from their branch of service confirming expected discharge/release under honorable conditions within 120 days, including terminal leave start date, rank, and dates of service.

Resources for Veterans' Preference:

• https://www.fedshirevets.gov/job-seekers/veterans-preference/#content

• https://www.dol.gov/elaws/vets/

Important Reminders:

• It is your responsibility to verify that all information and documents are received, accurate, and submitted by the closing date. You can verify document processing prior to the announcement closing. Allow up to one hour for virus scans.

• Human Resources will not modify, change, or add anything to your application packet after the closing date.

• Human Resources will not disclose your qualification status.

• Incomplete application packages will not be considered.

Next steps