• Videos

  • Help



    NRO will select multiple motivated, highly qualified individuals to engage in the developmental program while applying creative solutions to complex technical and operational problems. In a developmental position, candidates will plan and accomplish the work of the position under close but decreasing supervision until all duties can be performed independently with little or no guidance. Upon meeting performance requirements, employees may be promoted up to the full performance grade (GG-12).

    Learn more about this agency


    The developmental employee will receive training and guidance to prepare them to support the full performance level duties below.
    Developmental Program Support Opportunities:

    • Specific instructional guidance and a specific formal development plan to enable the individual to progressively perform increasingly technically complex assignments and tasks with more responsibility and less guidance.
    • On-the-job training in providing human resource and professional advice on issues affecting the NRO.
    • Formal training on how to originate new and improve existing applications and strategies for human resource concepts theories, and principles that affect the planning, completions and direction of financial and budget projects.
    • Instructional guidance on making decisions to resolve specific issues and problems while considering different, incomplete and often conflicting information and alternatives.
    • On-the-job training in budget and accounting necessary to develop, deliver, and sustain overhead reconnaissance systems.
    • Diverse training in various mission areas includingbudgeting, accounting, and supporting human resource initiatives and/or operations.
    • Pursuing full performance target level of GG-12 duties.
    Full Performance GG-12, Human Resource (201) Duties:
    • Provide management consultative services in one or more of the HR Functions (e.g. recruitment and placement, position classification and management, workforce restructuring, performance management, awards and recognition, employee benefits, data systems, entitlements, and allowances, employee relations, rank-in-person promotion process, and employee development) rendering broad advisory services and/or policy interpretation on highly complex agency-wide or equivalent issues.
    • Provide comprehensive and in-depth advice and guidance to applicants, employees, managers, and supervisors on civilian personnel regulations, policies, and procedures; and recommends solutions to personnel-related problems and issues.
    • Perform workforce analysis, monitor trend and keeps the Human Resources leadership informed of issues, possible effects, and potential problems in the civilian workforce. Assist managers with planning and implementing reorganization that typically involve major mission changes and realignment of all/most positions and personnel, as well as identifying positions to be reclassified prior to making such changes. Participate in Directorates & Offices (D&Os) staff visits, internal and external briefings, meetings, etc., where human resources issues are discussed to increase awareness of issues; to assess HRM program effectiveness and efficiency; and to promote the overall quality, effectiveness and efficiency of HRM program operations throughout the D&Os.
    • Manage, plan, initiate, monitor, and evaluate the NRO Cadre's civilian personnel management actions. The employee has full signature authority to approve and/or authenticate requests for personnel actions (RPAs) for the NRO Cadre workforce.
    • Maintain liaisons with personnel, finance, and payroll offices to ensure personnel actions and entitlements are correctly and timely administered, and that problems are quickly resolved. Receive and respond to inquiries from personnel offices servicing the organization regarding complex and difficult problems in the programs as they relate to command support.
    • Coordinate and conduct in-depth studies of special interest to identify and recommend solutions to problems. Perform necessary research, correlates and analyzes findings, and develop recommended program-oriented actions to improve civilian personnel support to the mission. Work closely with management at all levels, using a high degree of technical competence and insight combined with persuasiveness to obtain the best answer to policy and program issues.
    • Responsible for implementation of an effective program in any one or more of the HR program areas cited above. Develop guidance, procedure, and standard for new and/or changing program areas. Analyze and evaluate program execution for the organization; recognize problem areas; and originate solutions to complex and unusual issues. Research HR laws, policies, regulations and reference material, analyzes information, selects appropriate approach and recommends corrective action.
    • Perform special assignments and projects. Independently identify the need for and initiate special projects and studies. Ensure final products meet stated objectives, address pertinent issues, and reflect an understanding of the impact of the final product/project on the organization.

    Travel Required

    Occasional travel - May be required to travel in military or commercial aircraft to perform temporary duty.

    Supervisory status


    Promotion Potential


This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/GetJob/ViewDetails/551287800. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.