Supervisory Sexual Assault Response Coordinator

Clarification from the agency

Please see the "Who May Apply" section under the Qualifications section.

In order to qualify for this position, resumes must provide sufficient experience and/or education, knowledge, skills, and ability to perform the duties of the position. Applicant resumes are the key means for evaluating skills, knowledge, and abilities as they relate to this position therefore, applicants are encouraged to be clear and specific when describing experience.

MAJOR DUTIES AND RESPONSIBLITIES:

A. Supervisory duties comprise 60% of incumbent's time and include but are not limited to:

• Provides immediate supervisory technical oversight for up to six (6) subordinate full-time SARCs and SAPR Victim Advocates (VAs) who have the responsibility of facilitating sexual assault reporting and victim assistance to victims of sexual assault and sexual harassment. Approves leave while ensuring adequate coverage to meet requirements.
• Establishes program and team goals and administratively and technically directs work to be accomplished by a staff that may include full-time deputy supervisory SARC, SARCs and SAPR VAs; this also includes special duty assignments, collateral duty, and deployable sexual response personnel. Assigns work based on priorities, difficulty and requirements of assignments, and staff capabilities.
• 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 within the required timeframe. Ensures compliance with all D-SAACP credentialing, core competencies, and ethical requirements, and works with local human resource office to take progressive disciplinary action to ensure accountability, as appropriate.
• Provides advice, counsel, and instruction to employees on work and administrative policies, procedures and directives (including personnel policies and procedures), technical direction and guidance, and provides assessment of compliance with applicable DoD and DON instructions and policies.
• 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.

• Manage the SAPR Program for and support the installation commander by advising on all response related matters and implementation of response strategy.
• 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 the planning, implementation, and evaluation of all response activities at the installation level ensuring adherence to SAPR policies and program 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.
• 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. Utilizes data to prioritize and gauge sexual assault response efforts and resource needs. Oversee planning, implementation, and evaluation of all response activities at the local level. Communicates research findings, program implementation progress, and training opportunities to local stakeholders and leadership.
• Performs victim advocacy duties, as needed.
• 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, for the purpose of facilitating the following protocols and procedures.
• Collaborate with other agencies and activities to improve SAPR responses to and support of victims of sexual assault and to build strategic relationships and achieve common goals.
• 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.
• Other duties as assigned.

Conditions of employment

• Must meet Federal Employment suitability requirements and successful completion of background investigation. Background investigations are conducted using fingerprint identification and completion of background inquiry forms.
• Must successfully pass the E-verify employment verification check. Any discrepancies must be resolved as a condition of employment.
• You must go through a Personal Identity Verification (PIV) process that requires two forms of identification from the Form I-9.
• May be required to pass pre-employment examinations.
• A valid State driver's license is required to operate motor vehicles.
• Must have your salary sent to a financial institution of your choice by Direct Deposit/Electronic Funds Transfer.
• Selective Service Registration is required for males born after 12/31/1959.
• 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.
• Must comply with D-SAACP policy guidelines and complete initial and ongoing certification training requirements.
• Must successfully complete a criminal history background check with no adverse information or feedback received. Childcare National Agency Check and Inquiry (CNACI) background check is required.
• Position requires incumbent to obtain/maintain eligibility for a Secret security clearance. An Access National Agency Check Investigation (ANACI) is required via the SF86 Security Form.
• Must be a US Citizen.

Qualifications

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.

All non-government positions identified on your resume must include complete address and to and from dates. Government positions must include pay plan, series, grade, to and from dates and address of the agency/organization.

A qualified candidate must possess the following:

• 5 years of specialized experience in victim assistance or advocacy within either military or civilian sector.
• 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.
• Knowledge of the dynamics of sexual assault and local community resources for sexual assault victims.
• Comprehensive and thorough knowledge of the 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 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 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 the use of Microsoft Office Suite, DSAID and Fleet and Family Support Management Information System.
• Skill in analyzing and interpreting a wide variety of issues and formulating policy or procedural solutions.
• Skill in the use of office software applications and required management data systems 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 leadership training and briefings to commands, victim advocates, and first responders.
• Ability to independently plan, develop, prioritize and manage continuing projects, operations and programs.
• 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 tactical-level leadership and installation 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 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 from diverse racial, ethnic, religious, and socioeconomic backgrounds.
• Strong analytical ability to intervene in crisis situations, using sound professional judgment, ethical practice, and common sense.
• Ability to work cooperatively with military and civilian medical, social service, law enforcement, and legal personnel on behalf of victims.
• 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.
• Ability to effectively communicate both orally and in writing with all levels of management, staff, and military personnel and their families.

You will receive credit for all qualifying experience, including volunteer and part time experience. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., professional, philanthropic, religious, spiritual, community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment.

As part of the application process, you must complete and submit an occupational questionnaire and your RESUME MUST SUPPORT AND VALIDATE YOUR ANSWERS or you may be removed from consideration.

ONLY THE MOST HIGHLY QUALIFIED CANDIDATES WILL BE REFERRED. IF MANAGEMENT DOES NOT WISH TO SELECT A HIGHLY QUALIFIED CANDIDATE, THEY MAY REQUEST A REFERRAL LIST INCLUDING WELL OR QUALIFIED APPLICANTS.

Please follow all instructions carefully. Errors or omissions may affect your rating and/or appointment eligibility.

PLEASE READ THIS VACANCY ANNOUNCEMENT IN ITS ENTIRETY TO ENSURE ALL REQUIREMENTS ARE ADDRESSED IN YOUR APPLICATION PACKAGE.

RELOCATION: NO Payment of Permanent Change of Station (PCS) is authorized, based on a determination that a PCS move is not in the Government interest

KEY REQUIREMENTS/CONDITIONS OF EMPLOYMENT

• Males must be registered or exempt from Selective Service. https://www.sss.gov/register/
• Selectee must be determined suitable for federal employment.
• Selectee may be required to successfully complete a probationary period.
• Selectee is required to participate in the direct deposit pay program.
• Social Security Card is required.
• Satisfactorily complete an employment verification (E-VERIFY) check. As of May 7, 2025, The REAL ID act requires visitors to have a REAL ID or passport to access to Government Facilities. This will be a requirement for employment.
• A favorable background is a requirement of this position. Failure to obtain and maintain a favorable background may result in the withdrawal of the position offer or removal.

NOTE: Applicants have the ability to perform an E-Verify Self Check to confirm employment eligibility at http://www.uscis.gov/mye-verify/self-check. Although a Self-Check is not mandatory, it can be a useful tool for applicants to find out if there is a problem with their employment eligibility records and resolve any issues before taking a job.

How you will be evaluated

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

Your experience is subject to evaluation and verification against the information in your resume. The numeric rating you receive is a self-assessment only and is based on your responses to the questionnaire. Do not overstate or understate your level of experience and capability. If a determination is made that you rated yourself higher than is supported by your resume, or if your resume lacks sufficient information, you will be rated accordingly or may be considered ineligible.

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, skill, and ability, related to the job requirements. Using the qualifications of the position, a predetermined rating criterion of knowledge, skills, and abilities 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 may or may not be required. Required documents will show a red asterisk during documentation upload.

• Resume: limited to two pages, must use Time New Roman font no smaller than 10-point with margins no less than one inch on all sides; please review this link guide on how to write a federal resume - https://help.usajobs.gov/faq/application/documents/resume/what-to-include
• Include name and contact information for at least three (3) professional references in your resume
• Proof of education (transcripts/copy of degree/high school diploma), if applicable to position requirements.
• Proof of certification, if applicable to position requirements.
• If you are a current federal employee, submit your most recent Personnel Action Report (PAR) or SF-50.
• If you are a current federal employee, submit your last three evaluations.

APPLICANTS CLAIMING HIRING PREFERENCE: Please ensure your status is indicated in your USAJOBS account and ALL required documents to claim preference are submitted at the time of resume submission.

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 the installation listed above. 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 installation you are applying for; AND
-If you are not indicated as a spouse on the PCS orders, you MUST submit proof of marriage prior to PCS.

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, you MUST:
-Submit a copy of your DD-214 (member 4 copy); AND
-Submit completed SF15 from the Veterans Administration (VA); AND
-Submit any other supporting documentation (disability, official statements, proof of service, etc)

To claim Gold Star Veteran's preference, you MUST:
-Submit completed SF-15 from the Veterans Administration (VA); AND
-Submit a legible copy of DD-1300; AND
-Submit any other supporting documentation (official statements, document of service, court decree, etc).

***Qualifying applicants with preferences are considered in the order listed above. Then all other qualifying applicants are considered.

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