Clarification from the agency

Current CNIC NAF or APF Employees at Joint Region Marianas Guam.

Major duties and responsibilities are summarized below.

Program Management. Supports the development and implementation of the SAPR Program and conducts ongoing assessment of consistency and effectiveness of the SAPR Program and sexual assault and sexual harassment victim care system of the installations and tenant commands in their Area of Responsibility (AOR). Communicates directly with the Regional Commander to provide regular updates and assist the Commander with meeting SAPR program requirements. Ensures all installation Sexual Assault Response Coordinators (SARC) document the services sexual assault and sexual harassment victims are referred to and/or requested by victims from time of initial response to final disposition of case. Reviews directives from higher authority to determine potential impact on the organization; develops standardized plans, policies, and procedures for the delivery of SAPR programs. Utilizes data to prioritize and gauge sexual assault response efforts and resource needs. Ensures victim advocacy services include the capacity to respond by telephone and in person 24 hours a day to victims of sexual assault and sexual harassment. Fulfills interim SARC role at installations during SARC absence or upon SARC vacancy and reports to the Installation Commanding Officer (ICO) to ensure all program requirements are met. Develops and oversees SAPR Program activities and budgets.

Program Liaison. Coordinates with installation Supervisory SARCs to ensure that reports and data calls meet deadlines and that sexual assault awareness and prevention training, sexual harassment training, and victim advocacy is implemented according to DoD and Navy policy. Assist CNIC HQ SAPR in the development and implementation of training curricula, marketing materials, and other tools to support the SAPR Program. Coordinates with installation Supervisory SARCs to assist in the coordination of arrangements (i.e., Memorandums of Agreement or Understanding (MOA/MOU)) to facilitate the timely exchange of information between installation victim support agencies and other commands/activities on cases involving sexual assault. Liaises with Fleet and Naval Operation Support Centers (NOSCs) to ensure a coordinated response.

Training. Serves as primary train-the-trainer, ensuring that all SAPR personnel maintain high program presentation skill levels, by monitoring program delivery and creating skill-building programs. Develops, manages, continuously monitors, and updates standardized local SAPR curriculums. Coordinates and facilitates Department of Defense Sexual Assault Advocate Certification Program (D-SAACP), Sexual Assault Response Coordinator (SARC), Victim Advocate (VA), and Sexual Harassment (SH) trainings. Ensures that SAPR education programs are provided with sufficient frequency by installation/Supervisory SARCS to ensure that all of the following groups are trained: Commanding Officers (COs), Executive Officers (XOs), SAPR VAs, SAPR Administrative Unit Victim Advocates (AUVA), senior enlisted personnel, military members, sexual assault Case Management Group (CMG) members, chaplains, law enforcement, legal and medical staff.

Supervisory. Directly supervises up to one subordinate full-time installation Supervisory SARCs with the responsibility of facilitating sexual assault reporting and victim assistance to victims of sexual assault and sexual harassment and up to one Deputy SAPR PM(s) providing region and installation support, if the position exists at the region. Approves leave while ensuring adequate coverage to meet requirements. Provides advice, counsel, and instruction to employees on work and administrative policies, procedures and directives, technical direction and guidance, and provides assessment of compliance with applicable DoD and DON instructions and policies. Conducts annual performance reviews of installation Supervisory SARCs and Deputy SAPR PM(s), if the position exists as the Region, ensuring consistency and equity in rating techniques. Maintains oversight of all aspects of victim advocacy services provided by SARCs and SAPR VAs and tracks, at a minimum, what subordinate units require SAPR VAs, a roster of those SAPR VAs and, status of their training, and rotation dates. Ensures victim advocacy services include: the capacity to respond by telephone and in person 24 hours a day, providing support and assistance to victims of sexual assault and sexual harassment, including response within 60 minutes of the referral, either telephonically or in person and procedures for contacting SAPR VAs, as well as specific protocols that govern the duties and responsibilities of the SAPR VA. Supports CNIC's Equal Employment Opportunity (EEO) policy; fosters a work environment free of discrimination, harassment, and/or reprisal; and ensures equitable treatment of all staff.

A complete list of duties and responsibilities will be provided at the time of hire.

Conditions of employment

• This is a non-critical sensitive position requiring access to IT II system and/or PII. Position requires employee to obtain/maintain eligibility for a Secret security clearance.
• An Access National Agency Check Investigation (ANACI) is required via the SF86 Security Form.
• Comply with D-SAACP policy guidelines and complete all training requirements.
• Must have or be able to obtain and maintain a current state driver’s license.
• Occasional travel up to approximately 10% may be required. Travel will be required to attend mandated DoD and Navy SAPR training.
• This position is eligible for situational telework.

Qualifications

In order to qualify for this position, resumes must include information which demonstrates experience and knowledge, skills, and ability (KSAs) as they relate to this position. Applicants are encouraged to be clear and specific when describing their experience level and KSAs. If you are relying on your education to meet qualification requirements: Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education (http://www.ed.gov/admins/finaid/accred/). Applicants qualifying based on education, time in grade, credentials, certification, training and/or module completion MUST provide proof of education (i.e. official transcripts/high school diploma), personnel action or SFS0, credentials, statement of service, certification, training and/or module completion at the time of resume submission. Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.

Four-year degree or higher in behavioral or social science; or related disciplines appropriate to the position; OR combination of education and experience that provided the applicant with knowledge of one or more of the behavioral or social sciences equivalent to a major in the field; OR four years of appropriate experience that demonstrated that the applicant has acquired knowledge of one or more of the behavioral or social sciences equivalent to a major in the field.

In addition to the above basic requirement, at least six years' experience in victim assistance or advocacy within either military or civilian sector. Note, if basic qualification is met with experience, this may also be used to credit specialized experience requirement (e.g. four years of appropriate experience in victim assistance or advocacy, also counts towards four of the six years' specialized experience requirement).

Knowledge of the dynamics of sexual assault and local community resources for sexual assault victims. Comprehensive and thorough knowledge of the military, Department of Defense (DoD), and SAPR Program, along with local, state, federal laws, and military regulations and policies pertaining to sexual assault, victim advocacy, and other acts of interpersonal violence to plans, organize, implement, and carry out the components of an interpersonal violence prevention and response program. Expert knowledge of DoD, DON, and CNIC SAPR policies and ability accurately to interpret/articulate their meaning, priorities and intent. Knowledge of laws, regulations, executive orders, issues, etc. to include the DON organizational structure, management policies, methods, and practices relating to sexual harassment victim advocacy. Thorough knowledge of a wide range of practices and procedures associated with victim advocacy, social services delivery systems and other elements of specialized social service programs, and behavioral or social science principles to direct the activities of the Sexual Assault Prevention and Response Program. Thorough knowledge of laws, regulations, and practices relating to privacy of information. Knowledge of appropriate DoD, Secretary of the Navy, Navy Personnel Command, and other program policies and regulations covering all areas of administrative and operational policies and procedures. Knowledge of a wide range of essential support, advocacy services, liaison services, community resources and care for victims of sexual harassment in accordance with generally accepted procedures and techniques. Knowledge of personnel policy and practices to handle human resources requirements in a government environment (e.g., recruitment, performance management, evaluation). Knowledge of associated laws, regulations, and policies used by the DoD, DON and other U.S. government agencies to effectively manage individuals and teams in the workplace. Knowledge of techniques to mentor, motivate and coach subordinate employees and skill in leadership practices to develop a headquarters staff into a cohesive team committed to quality programs for customers in the field. Knowledge of Federal and agency regulations; knowledge of the specific organization's program and missions, as well as knowledge of pertinent laws, regulations and policies related to program/operations area to consider their impact on programs. Mastery of concepts in program management and implementation, requirements determination, policy development and supervisory skills. Knowledge of CNIC's EEO policy and procedures. Knowledge and skill in developing and adhering to program management plans. Knowledge of training and education techniques to implement and deliver sexual harassment training. Skill in employing various methods and techniques typical of a sexual harassment victim advocate program, including crisis intervention, situational assessment, and analyzing the needs of the victim to provide support and/or assistance to them in the resolution of complex problems. Skill in the use of Microsoft Office Suite, Defense Sexual Assault Incident Database, and Fleet and Family Support Management Information System, sufficient to enter data, prepare reports, and develop information. Skill in providing victim advocacy and working with victims of sexual assault. Ability and skillset to provide effective SAPR trainings and briefings to commands, victim advocates, and first responders. Ability to identify needs, trends, and performance measures to evaluate program effectiveness and provide recommendations for process improvements. Ability to use data management and reporting systems to collect and organize data drawn from databases. Ability to advise program officials, including operational-level leadership and region personnel on the policies, practices, procedures, issues, and concerns associated with sexual assault and other acts of interpersonal violence and prevention, response, and victim advocacy. Ability to establish and maintain effective working relationships with organizations and individuals to identify, establish, modify, and provide victim support assistance. Ability to compose written reports and material clearly, concisely, and effectively. Ability to maintain accurate statistical framework for program data collection and reports. Ability to provide information and one-on-one assistance to victims under difficult circumstances using sensitivity, tact, and caring, as well as understand and have empathy for victims. Ability to develop trusting helping relationships and to work effectively with individuals and families. Ability to intervene in crisis situations, using sound professional judgment, ethical practice, and common sense. Ability to work with military and civilian medical, social service, law enforcement, and legal personnel on behalf of victims. Ability and skill to interpret complex instructions, directives and correspondence and to apply them to specific situations throughout the chain of command. Ability and skill to coordinate projects/issues with other commands and federal agencies. Ability to drive a government or personal vehicle in order to travel to training, coordinate tasks/actions with clients, command and military and civilian agencies within the local area of the installation. Ability to effectively communicate both orally and in writing with all levels of management, staff, and military personnel and their families. Ability to perform the full range of supervisory duties.

How you will be evaluated

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

Any experience, education, or other qualification presented on your application and/or resume is subject to evaluation and verification. Submissions are reviewed to determine if applicants meet the hiring eligibility and qualification requirements and to determine the level of KSAs related to the job requirements. Best qualified applicants are referred to the hiring manager in accordance with Military Spouse and Veteran Preference policies where applicable. If your application and/or resume lacks sufficient information, you will be rated accordingly or may be considered ineligible. The hiring manager may choose to conduct interviews, which may also be subject to evaluation and verification.

-RESUME. A resume is required (two-page limit, learn more here - Resume Requirements). Your resume must include 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. If the job announcement requires any education, certifications, or licensures, include the required information. If required, include school or institution name, completion date, degree type and GPA. Your resume is the main resource used to assess your knowledge, skills, and abilities as they relate to this position. You should be clear and specific when describing your work experience as it relates to this position.

-FOR CURRENT OR FORMER FEDERAL EMPLOYEES. A copy of your most recent personnel action/SF50 or agency notification of personnel action form that provides current position, grade level, and duty location is required.

-PROOF OF EDUCATION, CREDENTIALS, CERTIFICATION, LICENSURE, TRAINING, OR TIME IN GRADE. Applicants qualifying based on education, credentials, certification, licensure, training, or time in grade MUST provide proof of education (i.e. official transcripts/high school diploma), personnel action, or SF50, and current or unexpired credentials, certification, licensure, or training at the time of resume submission.

-APPLICANTS CLAIMING HIRING PREFERENCE: Please ensure you complete and submit ALL required documents to claim preference at the time of resume submission. All forms to claim preference can be downloaded via our website at www.militarymwrguam.com/careers.

WHAT ARE PREFERENCES? Preferences are advantages in the candidate selection process. Individuals can claim the following preferences:

1. Reemployment Priority List (RPL): Qualifying separated employees shall have priority placement in the NAF activity from which they were separated as a result of a Business Based Action (BBA), when the position has substantially the same duties as the position from which they were separated and it is not a higher grade or employment category, provided the position is not being filled by an internal candidate. To claim this preference, you MUST:
-Submit a copy of your BBA Separation Notification indicating eligibility for RPL.

2. Military Spouse Preference (MSP): Qualifying spouses eligible for MSP are spouses of an active duty military member of the U.S. Armed Forces, including members of the National Guard or Reserves on active duty. The marriage must have occurred before the military member received official permanent change of station (PCS) orders to Guam. MSP is applicable only when applying for NAF positions at the NF-03 and below and equivalent craft and trade (CT) positions. To claim this preference, you MUST:
-Submit sponsor's PCS orders to Guam. Applicant must be listed as a dependent; AND
-If you are not indicated as a spouse on the PCS orders, you MUST submit proof of marriage prior to PCS to Guam

3. Veteran's Preference/Gold Star Veteran's Preference: Qualifying military veterans, and spouses/parents of deceased veterans shall be given employment preference over non-preference applicants if they are equally qualified. Preference applicable for positions open to external candidates.

To claim Veteran's preference for time served during specific periods of war, campaigns, or expeditions, you MUST:
-Complete and Submit VETERAN'S PREFERENCE WORKSHEET. Form may be downloaded from: Download Vet Preference Form or at www.militarymwrguam.com/careers; AND
-Submit a copy of your DD-214 (member 4 copy)

To claim Veteran's preference for service-connected disabilities or for eligible relatives of deceased or disabled veterans, you MUST:
-Complete and submit completed SF-15, APPLICATION FOR 10-POINT VETERAN PREFERENCE. Form may be downloaded from: Download SF-15 Form or at www.opm.gov/forms/standard-forms/; AND
-Submit any other supporting documentation to validate information provided on SF-15 (DD-214 (member 4 copy), DD-1300, official statements, document of service-connected disability, marriage certificate, court decree, etc.)

All resumes and documents required to prove eligibility MUST be submitted by the closing date on the announcement in order to be considered. It is the applicant's responsibility to ensure accuracy and completion of requirements upon submission. Failure to provide all of the required information and/or documentation as stated in this vacancy announcement may result in an ineligible rating/preference or may affect the overall rating/preference.

Documentation submitted for other/previous vacancies is not considered as part of this submission.

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