Clarification from the agency

Open to Current Onboard ILNG Army Employees Only. Officer Only - Minimum Rank O-5 - Must be eligible for promotion to O-6 NLT 1 October 2023; Maximum Rank O-6. *This position is also being competed as AGR.

As a HUMAN RESOURCES OFFICER (TITLE 32), GS-0201-14, you will plan, direct, and administer the human resources programs for all full-time National Guard personnel to include non-dual status (NDS) technicians, ARNG and ANG full-time support personnel in Active Guard Reserve (AGR) status, and ARNG and ANG dual status (DS).

Major Duties - This is NOT an all-inclusive list:

• Develop and administer state rules and procedures adapted from policies prescribed by the National Guard Bureau (NGB), the Office of Personnel Management (OPM), Department of the Army, and Department of the Air Force.
• Establish and maintain liaison with the U.S. Office of Personnel Management area offices and other human resources offices.
• Establish state manpower polices and direct their implantation with National Guard Bureau policies and authorizations.
• Establish and ensure implementation of procedures for the administration of the merit promotion plan to include procedures for recruitment, placement, evaluation, and pay determinations.
• Direct the implementation and administration of special emphasis staffing programs.
• Advise both management and subordinates on matters pertaining to conduct and discipline, the labor relations program, and employee benefits and entitlements.
• Direct the initiation and administration of disciplinary and non-disciplinary adverse actions.
• Review requests for recognition from labor organizations and recommend appropriate courses of action.
• Direct the administration of a position classification and position management program with authority delegated to classify local exception supervisory and non-supervisory positions.
• Ensure timely implementation of new wage scales or salary schedules and cooperate or participate in wage surveys.
• Establish and administer a system for determining and documenting training needs, evaluating training courses, assigning priority to training plans, and evaluating training accomplishments.
• Ensure preparation of budgetary recommendations for training needs, allocation of quotas, and scheduling of personnel for training.
• Direct the development and administration of equal opportunity programs.
• Direct the planning, operations, and administration of the Defense Civilian Personnel Data System.
• Direct the administering, delivering, maintaining, advising, and adapting of basic concepts, principles, and theories of the state AGR program to ARNG/ANG managers, supervisors, and support personnel.
• Direct development of administrative regulations and procedures to provide efficient and timely accomplishment of all human resources functions.
• Perform mobilization planning as it pertains to the requirements of the Human Resources Office.
• Direct, coordinate, and oversee work through subordinate supervisors.
• Advise staff regarding policies, procedures, and directives of higher-level management or headquarters.
• Select candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO and diversity objectives.
• Appraise performance of employees directly supervised and serve as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors.
• Ensure actions taken directly as well as those by subordinate supervisors and/or teams to promote an environment in which employees are empowered to participate in and contribute to effective mission accomplishment.

Conditions of employment

• NATIONAL GUARD MEMBERSHIP IS REQUIRED. If you are not sure you are eligible for military membership, please contact a National Guard recruiter prior to applying for this position.
• This is an excepted service position that requires membership in a compatible military assignment in the employing state's National Guard, required prior to the effective date of placement.
• Selectee will be required to wear the military uniform.
• Acceptance of an excepted service position constitutes concurrence with these requirements as a condition of employment.
• Applicants who are not currently a member of the National Guard must be eligible for immediate membership and employment in the National Guard in the military grade listed in this announcement.
• Males born after 31 December 1959 must be registered for Selective Service.
• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• To receive a Qualified rating for hire consideration into GS-0201- 14 (Expert) position, a candidate must have successfully completed the U.S. Army or U.S. Air Force civilian or military human resources course program within the past 36 months.
• If a DS Technician is hired as a minimally qualified GS-0201-14, the Condition of Continued Employment requires the DS Technician to complete at least one of the human resources certification programs; and, successfully complete at least one of the Human Resources, Series GS-0201, Course Programs, as indicated below, within 12 Months of initial hire, promotion, or management directed appointment into the GS-0201 Expert Position: The National Guard Technician Personnel Management Course; the U.S. Army Supervisors Course/or/the U.S. Air Force Supervisors Course; the National Guard Fiscal Law Course; and, the U.S. Army or U.S. Air Force Civilian Human Resources or Military Personnel Course.

Qualifications

Military Grades: Officer Only - Minimum Rank O-5 - Must be eligible for promotion to O-6 NLT 1 October 2023
Maximum Rank O-6.

GENERAL EXPERIENCE: Must possess experiences gained through military or civilian human resources business programs and/or technical training schools and possess a validated understanding of the basic principles and concepts of this occupational series and grade.

SPECIALIZED EXPERIENCE: GS-14 Level - Must possess at least one year of specialized experiences at the GS-13 level or the equivalent in personnel and manpower core competencies: Organization Structure, Requirement Determination, Program Allocation and Control, and/or Performance Improvement; and experience that includes, but is not limited to: implementing and managing applicable directives, regulations, policies, merit principles and practices related to federal civilian, military, and National Guard technician personnel programs; planning for and executing all human resources personnel programs and information systems; managing Army and Air National Guard organizational structures, organizational and manpower standards, manpower resources, military grades, manpower data systems, peacetime and wartime manpower requirements and utilization, and commercial services to include strategic sourcing; managing civilian and military payroll budgets, training school funding allocations and travel budgets; managing process reengineering, continuous improvement initiatives, and management consulting services; operational readiness planning, personnel deployments, and writing readiness status reports; possess expert skills in writing, designing, formatting, publishing, and presenting military and civilian briefings for senior leadership at conferences, workshops, or special committee meetings; experienced in labor union negotiations and agreements; accession planning and processing; classification and position management; directing civilian and military promotions; analyzing human resources personnel systems reports; managing and directing reassignment actions; directing education and training policy requirements, and retraining procedures; authorizing and processing retirements; conducting disciplinary actions; directing force development and force shaping programs; managing human resources development programs, education, voluntary education, promotion testing, and test libraries; managing and directing equal opportunity program and sexual assault prevention and response program; providing career counseling; presenting performance evaluations, conducting educational and skill development personnel course programs; identifying behavioral concerns, assessing culture and environmental concerns, and successful problem solving techniques and applications; translating higher headquarters' program policies into directives, publications, policies, and training manuals; adaptive planning and execution in support of combatant commanders from peacetime through mobilization, contingency operations and demobilization; interpreting manpower, personnel, and equipment availability for deployments and readiness training exercises or real world mobilizations; developing, controlling, programming and allocating manpower resources in support of the Army and Air National Guard plans, programs, budgets and execution procedures; allocation of military and civilian resources through execution and management of the applicable manpower documents and higher headquarters manpower directives and requirements; processing organizational change actions to activate, inactivate, re-designate, and/or reorganize unit structures; conducting performance management and, productivity programs; assessing and documenting organizational performance; advising on process improvement options, best practices, and how to recognize optimal performance; maintaining sound appropriated and non-appropriate funds; and, financial/corporate standards with established internal controls.

Supervisory Specialized Experience: In addition to the required Specialized Experience, applicant must possess experience to include, but not limited to, leading, planning and scheduling work in a manner that promoted smooth flow and even distribution of assigning work requirements; managing military or civilian employees on all program tasks, inspections, exercises, deployments, and/or mobilizations; effectively and efficiently planning and scheduling work that met or exceeded work requirements and expectations; professional experience and demonstrated abilities to train and mentor employees on the correct procedures and required competencies to address and resolve employee performance and/or behavior issues; leadership skills for directing, training, and guiding employees on human resources military and/or civilian programs and assigning applicable tasks; managing and supervising work functions and discipline requirements; structuring assignments to create viable procedures that resulted in measured and improved task processes; creating and implementing improvements in mentoring programs and strategies, executing training applications and career development plans that resulted in the employees' increased performance values in quality work, timeliness considerations, and work efficiencies; conducting multiple employee performance evaluations; mentoring junior officers and enlisted employees; managing resources and budgets and directing assigned work; identifying employees' strengths and weaknesses that resulted in their increased performance values in quality work, accurate decisions, timeliness considerations, and work efficiencies; improving the employees' skills and abilities through mentoring, training, and individual career development; expert knowledge of merit principles, equal employment, and affirmative action guidelines.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (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. You will receive credit for all qualifying experience, including volunteer experience.

Verbiage displayed on your resume or application must contain your own words. You may refer to position descriptions, i.e. the general and specialized experience located within the vacancy announcement, to assist with describing work experiences; however, resumes or applications received in verbatim will not be considered. In your resume you will need to address the general and specialized experience listed below. Please use as much detail as needed, giving dates (months and years) of the experience, position title and how the experience was gained. This information is needed to determine if you are qualified for the position.

How you will be evaluated

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

Once the announcement has closed, your resume and supporting documentation will be used to determine if you meet the qualifications listed on this announcement. If you are minimally qualified, your resume and supporting documentation will be compared to your responses on the assessment questionnaire to determine your level of experience. If you rate yourself higher than is supported by your application package, your responses may be adjusted and/or you may be excluded from consideration for this position. If you are found to be among the top qualified candidates, you will be referred to the selecting official for employment consideration.

Your qualifications will be evaluated on the following competencies (knowledge, skills, abilities and other characteristics):

• Human Resource and Career Development
• Performance Management
• Strategic Planning
• Workforce Development