Clarification from the agency

Eligible NAF employees are considered under Hiring Path - "Federal employees-Excepted service"

• Directs, Plans, and organizes the activities of the command's Freedom of Information Act (FOIA), Privacy Act (PA), and Civil Liberties (CL) programs for HQ USSOCOM, USSOCOM Components and TSOCs.
• Provide executive management and oversight for the USSOCOM Enterprise Mandatory Declassification and Prepublication Security Review Programs.
• Manages System of Record Notices, Privacy Impact Assessments, and Breach Reporting as it relates to Personally Identifiable Information.
• Exercises supervisory personnel management responsibility. Keeps employees informed of management goals and objectives, as well as changes in regulations, policies and procedures governing their work.
• Represents U.S. Special Operations Command with a variety of installation and functional area organizations.
• Incumbent is responsible to ensure the core classified national information protection security disciplines of information are fully covered from a policy and program view point to ensure overall information protection

Conditions of employment

• U.S. Citizenship Required
• Males must be registered for Selective Service, see www.sss.gov
• Must obtain and maintain a Top Secret/SCI security clearance based on Single Scope Background Investigation (SSBI) and be eligible for access to Sensitive Compartmented Information (SCI).
• If authorized, PCS will be paid IAW JTR and AF Regulations. If receiving an authorized PCS, you may be subject to completing/signing a CONUS agreement. More information on PCS requirements, may be found at: https://afciviliancareers.com/regulatory/
• This posn is subject to provisions of the DoD Priority Placement Program
• This position is designated by the Air Force as a Test Designated Position (TDP) under the Air Force Civilian Drug Testing Program. . The select must sign a statement acknowledging the position occupied is identified as a TD
• Disclosure of Political Appointments
• Advance in hire may be authorized if there is demonstrable proof provided on your resume
• Recruitment Incentive may be authorized for this position
• Leave accrual may be authorized upon request
• Work may occasionally require travel away from the normal duty station on military or commercial aircraft to hostile fire areas as well as to secure locations.

Qualifications

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions.

SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems. Examples of specialized experience includes specialized experience includes extensive knowledge of the Freedom of Information Act (FOIA) and the Privacy Act (PA), and Privacy and Records Management program policies and procedures as well as the concepts of electronic technologies involved in managing the process pertinent to the release of information to the public.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible. One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:

1. Knowledge of the FOIA (including legal interpretations and decisions pertaining thereto) and other pertinent laws, executive orders and FOIA court decisions and precedents pertaining to information disclosures, security, privacy and protection of information related to the FOIA program.

2. Knowledge of past and present DoD national security, foreign policy and Mandatory Declassification Review (MDR Program), Foreign Relations of the U.S. (FRUS) Program, national Disclosure Policy and Defense issue with a working knowledge of current DoD information security policies, procedures and guidelines, to include the mission of the organization.

3. Knowledge of DOD, Joint Staff, and DOJ policy and related DOD regulations, directives, and court decisions regarding the FOIA and to include the requirements set forth in Records Disposition Schedules and Information Security Program Regulations. Requires advanced ability to interpret these instructions in order to create and/or revise Headquarters Air Force regulations/operating instructions

.4. Knowledge of information security concepts, principles, and practices to effectively manage the policies and Executive Orders necessary to comply with statutory, regulatory, legal and other declassification program requirements.

5. Ability to apply National Archives and Records Administration (NARA) restrictions to documents being reviewed at NARA and Federal Records Centers and to apply the Atomic Energy Act of 1954, and Public Laws (PL) 105-261 and PL 106-65 to the tasks of conducting Executive Order Systematic Declassification Review and processing FOIA requests.

6. Ability to analyze, plan, and adjust work operations of subordinate organizational segments to meet program requirements and objectives within available resources, to include the ability to communicate, both orally and in writing, clearly, concisely, and with technical accuracy.

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social). Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

How you will be evaluated

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

Your application package (resume, supporting documents, and responses to the questionnaire) will be used to determine your eligibility, qualifications, and quality ranking for this position. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment.

The resume/documents you submit must support your responses to the online questionnaire. If your application contradicts or does not support your questionnaire responses, you will receive a rating of "not qualified" or "insufficient information" and you will not receive further consideration for this job.


BASIS OF RATING: Your application will be rated under the Cut Point procedures based on the extent to which the quality, depth, and complexity of your experience and education relate to the qualification requirements. Additional points are not added for Veteran's Preference; however, Veteran's Preference is considered where applicable.

Best Qualified Group: Candidates in this category possess exceptional skills and experience to exceed well above the minimum requirements.
Fully Qualified Group: Candidates in this category possess good skills and experience above the minimum requirements.
Basically Qualified Group: Candidates in this category meet the minimum education and/or experience requirements.

Applicants who meet the requirements for and apply as a non-competitive eligible that meet minimal qualifications and other requirements of this position, will be given consideration as a non-competitive candidate and will be referred unless blocked by an individual with priority/preference. Noncompetitive applicants do not need to respond to the assessment questions with the A through E responses indicating level of experience/training.

Applicants who disqualify themselves will not be evaluated further.

APPRAISALS/AWARDS: Hiring Managers use objective methods and consider previous performance appraisals and awards in the selection process. Current Federal Civilian employees should list any relevant performance related rating and/or awards in your resume.