Clarification from the agency

(1) Arkansas Air National Guard (AR ANG) Technicians; (2) All members of the AR ANG, (3) Individuals who are not members of the National Guard but who are eligible to acquire membership in an available and compatible military grade for excepted technician positions. (Upon selection, must be a member of the AR Air National Guard).

--Accomplishes position classification for Army and Air National Guard positions. Classification authority is for the establishment of local exception position descriptions and implementation of standardized/benchmark position descriptions for a variety of professional, administrative, technical (GS-09 and below) and trades and labor (WG-10 and below) occupations to include positions for which no classification or job grading standards exist. Within this authority, assists supervisors in determining the need for an exception position description and classifies the position based upon knowledge of the position and the organization's mission and structure. Endorses requests for the establishment of the exception position description to the appropriate manpower and National Guard Bureau offices. Assists with or implements classification releases and related manpower changes. Ensures timely implementation and initiates action to resolve problems or conflicts. Performs desk audits and makes classification determinations on positions within authority. Evaluates positions by reference to applicable Office of Personnel Management (OPM) Position Classification/Job Grading Standards and National Guard Bureau (NGB) procedures determining pay plan, occupational series, grade and title; and prepares appropriate evaluation statements. Provides advice on classification appeal procedures and furnishes evaluation reports and other required information to OPM/Department of Defense (DoD), as appropriate.

--Provides management advisory services. Advises on classification impact when changing or creating duty assignments. Issues dealt with are usually related to a specific request relating to a single problem in the area of classification or position management. Administers segments of a periodic or organizational review program and conducts random desk audits as part of the review process. Advises supervisors and employees on grade determining factors, position design concepts, supervisory ratio, impact on other positions, etc. Ensures position structures achieve the optimum balance between economy, efficiency, skills utilization, and employee development.

--Reviews requests for personnel and position actions to determine impact on position classification and position management matters, referring those that are highly complex or controversial in nature to the supervisor for resolution. Coordinates personnel actions with the appropriate Human Resources (HR) Specialists, as necessary. Restructures positions to grades below journeyman level for staffing, trainee, and upward mobility purposes. Using appropriate classification standards prepares and classifies statements of differences and amendments to standard position descriptions as required. Responsible for maintaining full-time manning documents. Reviews and updates competitive level codes.

--Responsible for input of manpower and classification related transactions into the automated personnel system. Designs and generates reports from the system. Performs quality reviews of information maintained and final products to ensure correctness of data. Researches discrepancies/rejects and works with the appropriate specialist to resolve problems.

--Assists in the review, preparation and publication of the state's Position Classification and Position Management and EDP/HDP plans. Assists in the review of full-time manpower requirements and documents. Participates in the wage survey process. Assists in the education of managers and supervisors relative to their position management responsibilities through formal classroom and one-on-one training.

--Maintains necessary reference material including Position Classification and Job Grading Standards, OPM Operating Manuals, NGB regulations, Recruitment and Placement Guides, and other references.

--Performs other duties as assigned.

Conditions of employment

AIR 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.

Compatible military grade and assignment required prior to the effective date of placement. This is an excepted service position that requires membership in a compatible military assignment in the employing state's National Guard. Applicants who are not currently a member of the National Guard must be eligible for immediate membership in the military grade listed below. Selectee will be required to wear the military uniform.

Military Grades: Enlisted

Minimum Grade - SrA (E-4)
Maximum Grade - MSgt (E-7)

Compatible Military Assignments: Selectee must be a member of the Arkansas Air National Guard.

IMPORTANT NOTES (AS APPLICABLE): Upon selection for this position, individual must possess or initiate a National Agency Check with Inquiries (NACI) background investigation. A favorable determination based upon investigative results is mandatory for this position. Failure to meet these requirements will result in termination of employment. A pre-placement physical is required if not already current. Upon selection, must complete mandatory Full-Time Support (FTS) Training at the Professional Education Center (PEC) within six months of assignment (if applicable, training will be coordinated by the supervisor). Individual must meet all military requirements of the position without creating a grade inversion, as determined by the Human Resources Office (HRO). Technicians will not be militarily senior to their full-time supervisor or wage leader (Grade Inversion). Enlisted members currently at a higher grade than allowed by the position (see Military Grade Requirement above) may apply; however, they must administratively reduce prior to appointment and provide confirmation of the reduction to HRO.

ADDITIONAL REQUIREMENTS ARE LISTED UNDER ADDITIONAL INFORMATION

Qualifications

GENERAL EXPERIENCE:
Any type of work that demonstrates the applicant's ability to perform the work of the position, or (2) experience that provided a familiarity with the subject matter or processes of the broad subject area of the occupation.

SPECIALIZED EXPERIENCE:
Experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. Applicants who have the 1 year of appropriate specialized experience, as indicated in the table, are not required by this standard to have general experience, education above the high school level, or any additional specialized experience to meet the minimum qualification requirements.

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, general and specialized experience):

• Knowledge & skill in applying classification and position management and fundamental HRM laws, principles, policies, practices, etc is required. Incumbent conducts fact-finding and provides recommended solutions to moderately difficult and complex, non-controversial, precedent, factual, procedural, recurring issues and problems.
• Incumbent exercises judgment in resolving common work problems under the guidance of the supervisor or a higher-grade specialist.
• Objective, priorities and deadlines are set for the incumbent, and advice is provided on potential problems.
• Incumbent assists with controversial or unusual situations where clear precedents are lacking.
• Work requires application of established analytical techniques to issues and problems that are more technical than advisory.
• Work requires application of accepted criteria, standard methods, and principles to resolve a variety of conventional issues and problems.
• Work influence decisions made by managers and employees; and affect customer perception of the overall quality and service of the position classification and position management programs.
• Work requires personal contact with employees, managers, and individuals at headquarters (NGB), on occasion.