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 first level supervisor, providing planning, organization, and control over nonsupervisory employees assigned to the Civilian Human Capital Division Office of the Administrative Assistant to the Secretary of the Air Force (SAF/AA) on all aspects of personnel and pay matters for the civilian workforce.

Major duties

Plans and organizes a team of Human Resources Specialists to ensure that SAF/AARL activities complies with legal and regulatory requirements and meets customer needs. Develops goals and objectives that integrate organization and Human Capital Management Division objectives. Researches, interprets, analyzes, and applies human resource guidance from OPM, DoD, OSD, AF/A1, SAF/AA and FOA functional-specific HR policies. Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. Selects or recommends selection of candidates for vacancies, promotions, details, and reassignment in consideration of skills, qualifications, and mission requirements. Develops, modifies, and/or interprets performance standards. Represents the Headquarters Air Force Civilian Human Capital Management Division, ensuring Human Resource Management Programs comply with legal and regulatory requirements and meets customer needs. Represents SAF/AARL with a variety of installation and functional area organizations. Performs program evaluation of a full range of HR programs at command and wing/installation level and develops and executes improvement/enhancement plans. Leads and reviews program operations for the Outside DoD Detailee Program providing administrative and self-directed activities.

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, GS-0201. SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-13, or equivalent in other pay systems. Examples of specialized experience includes: 1) Providing knowledge of and ability to advise and apply laws, executive orders, regulations, policies, procedures, directives, instructions, and concepts governing Federal Human Resource management such as staffing, classification, employee relations, labor, civilian pay, and employee benefits. 2) Fact-finding, analyzing, and resolving complex problems and the development of concrete action plans to solve organizational, operational, and technical problems. 3) Administering knowledge of resource management, such as appropriations, manning and funding requirements, work year management, and financial analysis, and their impact on effective mission accomplishment. 4) Establishing program objectives or performance goals and assessing progress toward their achievement. 5) Communicating effectively, orally and in writing. 6) Supervising employees using knowledge of personnel management regulations and procedures required to hire, train, and appraise employees, and skill to teach marketing techniques to employees. 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-13 level is required to meet the time-in-grade requirements for the GS-14 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: 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 management relations, employment performance and conduct issues, and other programs, and how to interpret manpower documents and accurately connect personnel records to manpower and funding data elements. Knowledge of advanced federal human resources management (HRM) principles, concepts, practices, analytical methods, Defense Civilian Personnel Data System (DCPDS) and Defense Civilian Payroll System (DCPS), 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. Skill in applying analytical reasoning processes and ability to identify and project trends and propose alternative solutions to adverse trends, evaluation techniques to the identification consideration and resolution of issues or problems concerning efficiency and effectiveness of program operations, and evaluative methods that include a wide range of qualitative and quantitative techniques. Skill in applying basic principles, provisions, laws, regulations, practices, and techniques in affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development. Skill in troubleshooting and resolving the most difficult problems associated with providing comprehensive affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development advisory services. Ability to maintain harmonious relations with managers, supervisors, employees, co-workers and others to ensure cooperative resolution of conflicts and to provide effective coordination of activities. Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships. Ability to provide analysis of diverse information and make recommendations for enhancements and improvements to the administration of programs and the resolution of problems. 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.