Clarification from the agency

United States Citizens Worldwide, including local U.S. Citizens that are 1) Current permanent NAF/APF employees; or 2) Spouses of active-duty military members; or 3) Family members of active-duty military member; or 4) Family members of DoD civilians

• Provides immediate supervisory technical oversight for SARCs and SAPR Victim Advocates (VAs) who have the responsibility of facilitating sexual assault reporting and victim assistance. Approves leave while ensuring adequate coverage to meet requirements.
• Administratively and technically directs work to be accomplished by a staff that may include SARCs and SAPR VAs.
• Monitors and tracks SARCs and SAPR VAs progress toward DoD Sexual Assault Advocate Certification Program (D-SAACP) and works with local human resources offices to ensure personnel attain and maintain their certification levels. Ensures compliance with all D-SAACP credentialing requirements.
• Ensures staff receives proper training to fulfill requirements of their positions, establishes individual development plans, and provides or arranges for necessary training.
• Provides guidance to employees on work and administrative policies, procedures and directives (including personnel policies and procedures), and provides assessment of compliance with applicable DoD and DON instructions and policies.
• Conducts annual performance reviews and serves as the rating official for SARCs and SAPR VAs. The workforce consists of General Schedule (GS)/Non-Appropriated Fund (NAF) personnel. Ensures consistency and equity in rating techniques by establishing performance standards and expectations, coaching, and providing guidance to individual employees on work and administrative matters. Recognizes and awards performance and/or conduct that meets or exceeds standards.
• Explains performance expectations to subordinates and provides regular feedback and direction.
• Addresses potential disciplinary and/or performance issues timely and takes appropriate, corrective action(s) as necessary. Initiates disciplinary action and ensures personnel receive training, counseling, or appropriate corrective action when performance and/or conduct does not meet standards.
• Supports CNIC's Equal Employment Opportunity (EEO) policy
• Manage the SAPR Program for and support the installation commander by advising on all response related matters.
• Serve as the single source for SAPR Program advice and guidance to Installation leadership (including tenant commands). Communicate directly with the Installation Commander to provide regular updates and provide oversight of activities at the installation level ensuring adherence to SAPR policies and requirements.
• Implements the SAPR program in the assigned AOR and conducts ongoing assessment of its consistency and effectiveness. Identifies program needs, challenges and presents recommendations and assistance to influence policy compliance issues. Stays abreast of Department of Defense (DoD), Department of the Navy (DON), and CNIC policies and interprets/articulates their meaning, priorities and intent.
• Collects and analyzes data in order to adapt, implement, and evaluate sexual assault response activities in compliance with policies and guidance.
• Prepares and presents at meetings, working groups, high-level executive briefs for Navy leadership and visiting dignitaries.
• Monitor quality of information in Defense Sexual Assault Incident Database (DSAID).
• Exercises oversight responsibility for CVAs and UVAs when they are providing victim advocacy services to victims of sexual assault and sexual harassment.
• Ensures SAPR victim advocacy program is appropriately staffed and capable of responding by telephone and in-person 24 hours a day. Maintaining staffing-levels ensures the ability to provide support and assistance to victims of sexual assault and sexual harassment.
• Performs victim advocacy duties, as needed.
• 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 sexual harassment victims' safety concerns are assessed and identified safety issues are reported in accordance with policy.
• Maintain liaison with commanders, DoD law enforcement, and MCIOs, and civilian authorities, as appropriate.
• Provides oversight for installation-specific arrangements such as MOAs and MOUs. Establish MOU or MOAs with the appropriate local authorities and civilian service organizations, as necessary.
• Provides oversight of preparations for visits from inspecting authorities and high level government officials.
• Ensures collaboration among stakeholders supports and promotes prevention and response activities.
• Collaborate with other agencies and activities to improve SAPR responses to and support of victims of sexual assault.
• Serve as the co-chair of the monthly case management group (CMG) meetings, Quarterly CMGs, and oversee the High-Risk Response Teams.
• Plans for and executes expenditures in accordance with NAF purchasing processes. May be required to serve as a NAF purchase cardholder or approving official.

Conditions of employment

• Must be able to obtain and maintain a Secret Security Clearance.
• Must successfully complete a Child Care National Agency Check and Inquiry is required.
• This position requires routine on-site access to government facilities. The incumbent may perform the tasks at an off-site location for ad hoc and situational telework only.
• Occasional travel up to approximately 25% or more may be required to complete work assignment, conduct or attend meetings, training events, site assist visits, or court hearings. Travel will be required to attend mandated DoD and Navy SAPR training.
• Incumbent must have or be able to obtain and maintain a current state driver’s license.

Qualifications

To be qualified for this positions, candidates must the qualification identified below. Candidates qualifying for the position must provide sufficient information to demonstrate how these requirements are met.

Degree: 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. Appropriate experience is defined as:

In addition to the basic requirements outlined, candidates must also possess one year of specialized experience as defined:

How you will be evaluated

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

All resumes will be reviewed to determine if they meet the hiring eligibility and qualification requirements listed in this announcement, and will be rated based on the information provided in the resume to determine the level of knowledge, skills and abilities (KSAs) related to the job requirements. Using the qualifications of the position, a predetermined rating criterion of KSAs will be used for each resume. Best qualified applicants will be referred to the hiring manager. The selecting official may choose to conduct interviews.

The following documents are required at the time of application:

• Resume: two-page limit, learn more here - Resume Requirements
• Proof of education: Official Transcripts Only; diplomas and degree audits are not acceptable. Failure to provide official transcripts will result in an ineligibility rating.
• Proof of training: licensures and certifications are acceptable, must show your name, licensure/certification type, and expiration date (if applicable)
• If claiming Department of Defense (DOD) Non-appropriated Fund (NAF) Business Based Action (BBA) priority consideration: provide a copy of the notice of separation
• If claiming Military Spouse Preference: provide a copy of the sponsor's Permanent Change of Station (PCS) orders and a marriage certificate at the time of application
• If claiming Veteran's Preference: provide a copy of your DD-214, Member-4 page and any supporting documentation (SF-15, V.A. disability letter, proof of service, etc.)
• If a current or former Federal Employee: provide a copy of your most recent Personnel Action Report (PAR) or SF-50

Next steps