Clarification from the agency

This is a Title 5 excepted position. This job announcement may be used to fill additional vacancies for additional positions vacated during the job bid process. IAW UTNGR 690-12-1 dated MAR 2023, Priority will be given to all current, onboard employees of the UTNG. This position is subject to provisions of the DoD Priority Placement Program and Veterans Preference.

Major Duties: This is not an all-inclusive list

As a MILITARY PERSONNEL MANAGEMENT OFFICER (TITLE 5), GS-0201-12, you will:

• Provides state level coordination of all military personnel programs, including but not limited to: enlistment, appointment, performance evaluation reports, promotions, officer and enlisted selective retention, discharges, separations, recruiting, retention, incentives, and training.
• Develops state-level programs, publications, policies, and procedures.
• Manages the state and federal programs for awards, decorations, special recognition, and other incentive/retention enhancement efforts.
• Monitors and executes state-level responsibilities regarding all military personnel assignments, reassignments, classification actions, and professional military education.
• Conducts in-depth research on difficult personnel cases, administrative matters, medical, and training problems.
• Maintains frequent contact with the National Guard Bureau (NGB), Air National Guard Support Center (ANGSC), Air Force Military Personnel Center (AFMPC), Air Reserve Personnel Center (ARPC), and other appropriate agencies.
• Coordinates a statewide incentive program, and serves as the focal point for all matters pertaining to the program.
• Responsible for the management of the State ANG Retention Program for enlisted and officer personnel.
• Serves as principal assistant to the Administrative Officer and in his/her absence ensures continuity of operations.
• Manages the state Officer Effectiveness Report Program.
• Manages the federal and state ANG Military Awards Program. Develops and implements program guidance.
• Assists in the investigation of and may represent the department on Congressional and other high level inquiries.
• Monitors the ANG Schools Program and performs follow-on training for Professional Military Education (PME) and all technical schools not associated with inactive duty training.
• Conducts research on difficult individual personnel and administrative problems; provides technical and specialized data, background material, and references; and recommends solutions and courses of action to be followed.
• Responsible for supervisory personnel management functions.
• Hears employee grievances and deals with union representatives as necessary; takes necessary informal disciplinary actions and, when warranted, and employee/labor relations programs, and keeps employees informed on all aspects of the personnel program (e.g., position classification, merit promotion).
• Provides direct oversight to the Family Program and the Family Program Coordinator contract.
• Develops plans, programs and budget requirements.
• Ensures volunteers have the resources and support.
• Performs other duties as assigned.
  

Conditions of employment

Qualifications

*Your resume must reflect in detail how the duties and responsibilities under each position you have held with each employer meets the below listed general and specialized experience required for the position.

**Must include beginning and ending dates of employment stated as MM/YYYY; and total hours worked per week in order to determine part time vs. full time credit.

BASIC QUALIFICATION REQUIREMENTS:

• Skilled in collecting and analyzing data effectively, efficiently, and accurately;
• Ability to clearly enunciate English without impediment of speech that would interfere or prohibit efficient communication;
• Ability to write English in reports and presentation formats;
• Ability to communicate clearly and effectively;
• Skilled in presenting formal training presentations and briefings;
• Ability to assess body language and perceive emotional and/or distress levels; and,
• Skilled in applying procedures and directives by reading and interpreting program material.

• A wide range of military human resource concepts, practices, laws, regulations, policies and precedents sufficient to provide comprehensive advisory and technical services on substantive organizational functions and work practices.
• An in depth understanding of complex organizational structures with military and full-time organizational alignment.
• Ability to interpret and analyze state laws and rules with respect to military personnel management to include appointment, separation, retirement and discharge.
• Ability to prepare and analyze qualitative and quantitative measures for officer and enlisted personnel management; sufficient to develop computer-based models for projecting officer and enlisted gains, losses and other attrition for such programs as diversity, selective retention, and statewide strength projections.
• Extensive understanding of military personnel evaluation systems and the ability to provide guidance to senior level commanders and managers.
• Ability to develop analytical tools to track and monitor officer performance reports.
• Ability to communicate, both orally and in writing, in regard to complex personnel management policies that determine the career management of ANG officer and enlisted personnel.
• Ability to develop and disseminate personnel management programs which impact and affect several different wings with different missions and aircraft.
• Ability to independently research and evaluate retention and turnover rates within a wide range of military personnel career fields. Reports and analyses, which include substantive recommendations, are prepared for presentation to senior level officials.

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.

Category Rating: Your application will be evaluated and rated under Category Rating selection procedures. Once the application process is complete, a review of your qualifications will be conducted to determine if you are qualified for this job. Qualified candidates will be assigned to a quality category. The quality categories are:

1. Highly Qualified: Candidates in this category possess exceptional skills and experience to exceed well above the minimum requirements for this position.
2. Well Qualified: Candidates in this category possess good skills and experience above the minimum requirements for this position.
3. Qualified: Candidates in this category meet the minimum education and/or experience requirements for this position.

Your rating will be based on both your entire application package as well as the responses to the assessment questionnaire. Please note that if, after reviewing your resume and or supporting documentation, a determination is made that you have inflated your qualifications and or experience, your category rating can and will be adjusted to reflect your abilities more accurately, or you may lose consideration for this position. Please follow all instructions carefully. Errors or omissions may affect your eligibility. If your resume does not provide enough information regarding your work history for us to make a creditable qualification determination, your application package may be rendered disqualified and you will no longer be considered for this position.

IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid work on the same basis as for paid experience. Part-time experience will be credited on the basis of time actually spent in appropriate activities. To receive credit for such experience you must indicate clearly the nature of the duties and responsibilities in each position held and the number of hours per week spent in such employment.