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.

HR OFFICER (MILITARY) (TITLE 32), GS-0201-14, you will direct, manage, administer, and plan the military personnel programs for all enlisted, warrant officer and officer personnel.

Major Duties - This is not all-inclusive list:

• Implement Army G-1 policies relating to the procurement, assignment, retention/reenlistment and utilization of military personnel, and the review and consolidation of military personnel actions for submission to the National Guard Bureau and/or Army National Guard Directorate.
• Manage military personnel services to include, personnel processing, casualty operations, ID cards, awards recognition, training, education, evaluation, and promotion programs for assigned military personnel and family members.
• Analyze military personnel assignments to ensure proper manning of the State's military personnel support functions and operations and determine future manpower requirements to ensure personnel readiness.
• Plan, review, and approve contingency, mobilization, deployment and re-deployment and strategic plans.
• Develop appropriate interventions for management on significant military HR issues and concerns.
• Distribute officer and enlisted personnel to units and commands in accordance with established priorities.
• Assist the mission commander S-1/G-1 in maintaining readiness of all deployable units and cross-levels personnel as required.
• Manage the Retirement Services Program and determines ID Card/DEERS eligibility for active duty, traditional status, retired, and their family members.
• Review and evaluate program activities to ensure compliance with established policies and procedures.
• Responsible for implementation of mobilization plans, systems, and procedures at the Joint Force Headquarters (State).
• Ensure that states mobilization plans are consistent with Army guidelines and verifies deployability of military assets.
• Implement policies on personnel management and training utilization.
• Establish workload priorities, makes assignments based upon the difficulty, complexity, the type of work, and the employee's capabilities.
• Develop or direct the development of performance standards, evaluates the performance of key supervisors, and reviews the evaluation made by subordinate supervisors of other employees.
• Exercise position management responsibility to ensure that the most efficient position structure is established for accomplishing the work.
• Advise supervisor on problems which may have an impact State or nation-wide or that may impact broader programs.

Conditions of employment

• To ensure compliance with an applicable nationwide preliminary injunction, which may be supplemented, modified, or vacated, depending on the course of ongoing litigation, our agency will take no action to implement or enforce the COVID-19 vaccination requirement for Federal Employees. Our agency may request information regarding the vaccination status of selected applicants for the purposes of implementing other workplace safety protocols, such as protocols related to masking, physical distancing, testing, travel, and quarantine.
• 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.
• Incumbent is required to submit a Financial Disclosure Statement, OGE-450, (5CFR Part 2634, Subpart I USOGE, 6/08). Executive Branch Personnel Confidential Financial Disclosure Report upon entering the position and annually, in accordance with DoD Directive 5500-7-R, Joint Ethics Regulation, dated 23 March 2006.
• This position is covered by the Domestic Violence Misdemeanor Amendment (30 Sep 96) of the Gun Control Act (Lautenberg Amendment) of 1968. An individual convicted of a qualifying crime of domestic violence may not perform the duties of this position.
• May occasionally be required to work other than normal duty hours; comp-time or overtime may be required.

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 technical training schools/human resources business programs, and possess a validated understanding of the basic principles and concepts of the occupational series and grade.

SPECIALIZED EXPERIENCE: Must possessone 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.

SPECIALIZED SUPERVISORY EXPERIENCE: In addition to the required Specialized Experience, you 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 Capital Management
• Strategic Planning
• Technical Competence
• Workforce Development