Clarification from the agency

CAT 1- All on board Federal Employees/Technicians within the ALARNG (T32 and T5, Permanent and Excepted Indefinite) CAT 2- Current Army M-Day and Temporary Technicians within ALARNG CAT 3- Applicants willing to become NG T32 DS Technicians and gain ALARNG membership, all current federal employees, all U.S. Citizens

1. Serves as the primary point of contact (POC) to the Adjutant General, responsible for the establishment and support of an inclusive culture through the development of diversity management policies and a diversity and inclusion strategy for the State. Areas for review are identified through routine, periodic data analysis. Senior leader guidance is utilized to determine the focus (i.e., promotions) of data analysis. Investigates conditions and determines the root cause(s) of observed triggers/barriers; explores possible connections with workplace policies, practices, procedures, and/or conditions; identifying possible triggers for underrepresentation using a variety of sources (e.g., workforce demographics, complaint data, and studies and/or surveys of activities or problem situations which have surfaced); and the development of working solutions as to the nature and identification of the trigger/barrier. (25%)

2. Develops, analyzes and reviews state policies and activities affecting diversity and inclusion. Assesses how diversity is interwoven into the mission, vision, culture, and strategy and reflects an understanding of how the state leverages diversity to improve organizational performance. Partners with State Joint Diversity Council (SJDC), State/Territory (G1/A1/J1), State Equal Employment Manager (SEEM), Human Resources Office (HRO), wing assigned Human Resource Advisors (HRAs), JFHQ assigned Equal Opportunity Advisors HREO/EOA), National Guard Bureau (NGB) Military Personnel Offices (G1/A1/J1), and NGB Office of Diversity, Equity, and Inclusion (DEI) to ensure diversity principles are incorporated and adhered to in local policies and mission-related operating procedures. Works with State/Territory Personnel Offices (G1/A1/J1) to ensure diversity and inclusion is embedded in recruitment, hiring, performance management, retention, leadership development, and all other aspects of human capital management for military and civilian members and their careers. (25%)

3. Identifies, partners, and leverages relationships with other high-level management officials within the state to enhance diversity and inclusion outcomes. Aids with diversity activities throughout all organizational levels of the National Guard within the State. Identifies systemic diversity barriers, particularly toward other community and unit under-represented groups at risk of exclusionary behaviors or perceptions to under-represented groups. Participates in national training conferences that have Department of Defense (DoD), and NGB involvement and participation, as part of the total community outreach initiative. Participates in meetings with community organizations in order to improve diversity within the state and communities which they serve. Solicits community support in assisting the state in achieving a more diversified workforce. Collaborates with the Integrated Primary Prevention Officer and Prevention Analyst/Specialist (Primary Prevention, Family Violence, Self-Directed Harm, Sexual Violence, and Workplace Violence) IAW DOD and NGB Instructions and Policies to implement prevention polices and foster a climate of dignity, respect, inclusion, and connectedness. (25%)

4. Creates and applies metrics, monitoring, and reporting systems to effectively benchmark organizational progress in diversity and inclusion, and acts as a facilitator for leveraging diversity and inclusion initiatives. Responsible for coordinating with the Integrated Primary Prevention Officer when planning and organizing special seminars to provide one-on-one and small group consulting to aid managers and supervisors in their understanding of diversity initiatives, motivate them, and gain their support. (25%)

Performs other duties as assigned.

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.
• 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.
• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• Must be able to obtain and maintain a Secret Security Clearance.
• The position is covered by the Domestic Violence Misdemeanor Amendment (30 September 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.
• Irregular and overtime hours may be required to support operational requirements or contingencies.

Qualifications

Military Requirements: This is an excepted service position that requires membership in a compatible military grade in the Alabama Army National Guard. Applicants who are not currently a member of the Alabama Army National Guard must be eligible for immediate membership. If you are not sure you are eligible for military membership, please contact an Alabama Army National Guard recruiter at 800-464-8273 prior to applying for this position.

MINIMUM MILITARY RANK: SFC
MAXIMUM MILITARY RANK: COL

*Other Requirements: For positions requiring the operation of motor vehicles, candidates must have a valid state driver's license.

EXPERIENCE REQUIREMENTS: Each applicant must fully substantiate (in his/her own words) that he/she meets the requirements of the Specialized Experience listed below: Otherwise, the applicant will be considered unqualified for this position. DO NOT COPY THE VACANCY ANNOUNCEMENT OR THE POSITION DESCRIPTION. DOING SO MAY RESULT IN DISQUALIFICATION FOR THE POSITION.

SPECIALIZED EXPERIENCE: 1-year specialized experience equivalent to at least the next lower grade level. Experience, education or training in program or managerial experience in a type of work or a combination of functions directly related to the position to be filled or in comparable work or functions. Experience developing and recommending policy; organizing and carrying out specific programs, evaluating and recommending changes in methods of operations. Experience in supervisory, staff or technical work which included study, analysis or evaluation leading to the development or improvement of managerial or administrative policies, practices and procedures. Experience preparing written communications and oral presentations.

KNOWLEDGE REQUIRED BY THE POSITION:
- In-depth knowledge of diversity and inclusion policy, strategies, approaches and practices to effectively plan, develop and evaluate Diversity programs and to promote inclusion and remove barriers negatively impacting representation at all organizational levels and within all organizational functions.
- Knowledge of a wide range of qualitative/quantitative methods to develop data collection tools and review, evaluate and survey diversity related issues.
- Skill in performing fact-finding, analysis, and problem solving to identify and define diversity problems and to develop workable solutions.
- Knowledge of the organizational structures of Army National Guard and Air National Guard organizations including the assignment of functions to subordinate organizations, nature of their missions, and composition of the work force by occupations, grade levels, rank, race, sex, and other relevant characteristics to identify potential barriers.
- Thorough understanding of the kinds of management actions and employment practices and conditions that constitute barriers to targeted groups (e.g., minorities, women, other underrepresented community groups).
- Excellent consulting skills to advise managers on broad, complex, and sensitive personnel issues, barriers, and negative trends.
- Excellent skills in identifying and defining systemic barriers to inclusion in order to develop concrete, practical solutions to rectify such situations, as well as assist agency managers in integrating positive diversity actions into their continuing management strategies.
- Skill in applying a wide range of program management techniques, including policy analysis, program development and evaluation, organization of personnel and resources, and negotiation of decisions with other managers, to meet established program goals.
- Skill, knowledge and understanding in research processes and techniques to gather facts, analyze data, draw conclusions, and develop recommendations in order to conduct studies, organizational reviews and work force statistical analyses to identify systemic diversity and inclusion barriers, such as under-representation in professional lines of work or agency policies and practices that may have a disparate impact on certain groups of people and to develop workable solutions.
- Skills in effective oral and written communication to convey sensitive information, provide clear, comprehensive advice and guidance, present detailed reports and findings, develop and conduct training seminars for managers, supervisors and guard members, present cogent and persuasive arguments for the acceptance of controversial points of view, and provide suitable recommendations to promote the overall improvement of the efficiency and effectiveness.

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.