Job summary

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position is to serve as a Management and Program Analyst, providing support within the Department of the Air Force Chief Information Offices, by conducting analysis of a wide array of organization functions and processes in support of SAF/CN including sub directorates (CNE, CND, CNS, CNZ) to include Air Force support positions.

Major duties

Provides strategic, technical guidance, and management advisory services throughout the Office of the Department of the Air Force Chief Information Officer (SAF/CN) and its four sub directorates (CNE, CND, CNS, CNZ) on the effective use of HRM to support goals and objectives and produce results that accomplish agency and command missions. Senior Staff level advice is provided in a wide range of HRM areas such as merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, classification, staffing, compensation, benefits and retirement, and employment performance and conduct issues as well as in other areas such as resources management, civilian deployment, and other special programs. Trusted agent and expert advisor for senior management within SAF/CN on affirmative employment, staffing, recruitment and placement, compensation and pay, benefits, classification, employee development, performance management, etc., relating to GS, and other pay schedule positions. Using experience gained in the human resources arena the incumbent provides assistance and guidance to senior leaders in connection with the establishment of new positions and initiation of various personnel actions. Serve as Unit Reserve Coordinator, Civilian Personnel liaison, and military personnel point of contact for SAF/CN offices. Answers questions, interprets data, and research/provides historical information, background data and recommendations on a myriad of issues. Reviews, analyzes, and synthesizes data from core personnel documents, organization charts, unit manpower documents, DCPDS, Business Objects and reports containing civilian personnel and position data to ensure compliance with policies and advises management or takes corrective action as appropriate. Serves as the organization's primary source for direction and assistance to supervisors for the execution of personnel management responsibilities. Accomplishes trend analysis and other related resource analysis pertaining to the SAF/CN. Provides customer service in person or by telephone, and completes correspondence (e.g. answers written inquires, prepares letters to obtain missing information, etc.) related to human resources. Serves as project lead analyzes, develops, and evaluates detailed plans, goals, and objectives for daily management and long-range implementation of managerial programs. Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with SAF/CN leadership, supervisors, customers, and coworkers and conducts or leads conferences as representative of the SAF/CN.

Qualification

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions. SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems. Examples of specialized experience includes the mastery of a wide range of federal HR laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee and labor management relations, employment performance and conduct issues, and other programs to serve as an HR specialist within SAF/CN by providing staff-level advice to operating AFPC and Headquarters offices across the command in the development of solutions to especially complex problems of program improvements. FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in-grade requirements to be considered eligible. One year at the GS-12 level is required to meet the time-in-grade requirements for the GS-13 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements. KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: 1. Knowledge of a wide range of federal Human Resources (HR) laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, employment performance and conduct issues, and other programs. 2. Knowledge of advanced federal human resources management (HRM) principles, concepts, practices, analytical methods, a wide range of qualitative and quantitative techniques, and relationships of various HR disciplines as well as seasoned consultative skill sufficient to resolve complex HRM problems not susceptible to treatment by standard methods. 3. Knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative/protocol policies and procedures. 4. Knowledge of organizational structures and functions across a major military command or comparable organization to identify, consider, and present options for the resolution of substantive organizational and program issues involving HRM and areas such as resources management, civilian deployment, and other special programs that brings program policies and operations in line with higher level vision, goals and objectives. 5. Skill in conducting reviews and analyzing and assessing HR program operations to include identifying deficiencies; measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements; ability to effectively leverage information technology tools an develop information management capabilities to effectively communicate accurate and timely information across a large and diverse organization. 6. Knowledge of analytical and evaluative techniques used to identify, consider, and resolve issues or problems concerning efficiency and effectiveness of program operations to devise organizational structuring options for a complex, diverse organization. Ability to research, analyze, interpret, and apply rules, regulations, and procedures; ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships. 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 hours per week. 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.

Evaluations

Your application package (resume, supporting documents, and responses to the questionnaire) will be used to determine your eligibility, qualifications, and quality ranking for this position. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment. BASIS OF RATING: Your application will be rated under the Cut Point procedures based on the extent to which the quality, depth, and complexity of your experience and education relate to the qualification requirements. Additional points are not added for Veteran's Preference; however, Veteran's Preference is considered where applicable. Best Qualified Group: Candidates in this category possess exceptional skills and experience to exceed well above the minimum requirements Fully Qualified Group: Candidates in this category possess good skills and experience above the minimum requirements. Basically Qualified Group: Candidates in this category meet the minimum education and/or experience requirements. The resume/documents you submit must support your responses to the online questionnaire. If your application contradicts or does not support your questionnaire responses, you will receive a rating of "not qualified" or "insufficient information" and you will not receive further consideration for this job. For additional information on what to include in your resume, click here. Applicants who meet the requirements for and apply as a non-competitive eligible that meet minimal qualifications and other requirements of this position, will be given consideration as a non-competitive candidate and will be referred unless blocked by an individual with priority/preference. APPRAISALS/AWARDS: Hiring Managers use objective methods and consider previous performance appraisals and awards in the selection process. Current Federal Civilian employees should list any relevant performance related rating and/or awards in your resume. Applicants who disqualify themselves will not be evaluated further.