Clarification from the agency

Internal Only to NRMA N91

A. Supervisory duties comprise 60% of incumbent's time and include but are not limited to:
- Provides immediate supervisory technical oversight for subordinate full-time SARCs and SAPR Victim Advocates (VAs) who have the responsibility of facilitating sexual assault reporting and victim assistance to victims of sexual assault and sexual harassment. Approves leave while ensuring adequate coverage to meet requirements.
- Establishes program and team goals and administratively and technically directs work to be accomplished by a staff that may include full-time deputy supervisory SARC, SARCs and SAPR VAs; this also includes special duty assignments, collateral duty, and deployable sexual response personnel. Assigns work based on priorities, difficulty and requirements of assignments, and staff capabilities.
- Ensures staff receives proper training to fulfill requirements of their positions, identifies employee development needs, establishes individual development plans, and provides or arranges for necessary on-the job and/or formal training, including initial and refresher training to meet the requirements for D-SAACP credentialing to comply with security, privacy, and confidentiality directives.
- Provides advice, counsel, and instruction to employees on work and administrative policies, procedures and directives (including personnel policies and procedures), technical direction and guidance, and provides assessment of compliance with applicable DoD and DON instructions and policies.
- Conducts annual performance reviews and serves as the rating official for SARCs and SAPR VAs. The workforce consists of General Schedule (GS)/Non-Appropriated Fund (NAF) personnel. Ensures consistency and equity in rating techniques by establishing performance standards and expectations, coaching, and providing instruction and guidance to individual employees on work and administrative matters. Provides oversight and management to ensure that work is being performed in a timely and accurate manner, and meets the DoD and DoN SAPR mission and program requirements. Recognizes and awards performance and/or conduct that meets or exceeds standards.
- Addresses potential disciplinary and/or performance issues timely and takes appropriate, corrective action(s) as necessary. Initiates disciplinary action and ensures personnel receive training, counseling, or appropriate corrective action when performance and/or conduct does not meet standards; ensures personnel and are held accountable for failure to meet performance and/or conduct standards.
- Supports CNIC's Equal Employment Opportunity (EEO) policy; fosters a work environment free of discrimination, harassment, and/or reprisal; and ensures equitable treatment of all staff.
B. Program Management duties comprise 40% of incumbent's time and include but are not limited to:
- Manage the SAPR Program for and support the installation commander by advising on all response related matters and implementation of response strategy.
- Serve as the single source for SAPR Program advice and guidance to Installation leadership (including tenant commands). Communicate directly with the Installation Commander to provide regular updates and provide oversight of the planning, implementation, and evaluation of all response activities at the installation level ensuring adherence to SAPR policies and program requirements.
- Implements the SAPR program in the assigned AOR and conducts ongoing assessment of its consistency and effectiveness. Identifies program needs, challenges and presents recommendations and assistance to influence policy compliance issues. Stays abreast of Department of Defense (DoD), Department of the Navy (DON), and CNIC policies and interprets/articulates their meaning, priorities and intent.
- Prepares and presents at meetings, working groups, high-level executive briefs for Navy leadership and visiting dignitaries as directed by supervisor.
- Exercises oversight responsibility for UVAs when they are providing victim advocacy services to victims of sexual assault and sexual harassment.
- Ensures SARCs and SAPR VAs, providing victim services, have access to the leadership of units they support, in accordance with policy.
- Ensures SAPR victim advocacy program is appropriately staffed and capable of responding by telephone and
in-person 24 hours a day. Maintaining staffing-levels ensures the ability to provide support and assistance to victims of sexual assault and sexual harassment, including response within 60 minutes of the referral, either telephonically or in person and procedures for contacting SAPR VAs.
- Performs victim advocacy duties, as needed.
- Ensures sexual harassment victims' safety concerns are assessed and identified safety issues are reported in accordance with policy.
- Plans for and executes expenditures in accordance with NAF purchasing processes. May be required to serveas a NAF purchase cardholder or approving official.

Conditions of employment

• Must be able to obtain and maintain a Secret Security Clearance.
• Must pass all applicable records and background check.
• Must successfully pass the E-Verify employment verification check. Any discrepancies must be resolved as a condition of employment.
• This is a non-critical sensitive position requiring access to IT II system and/or PII. Position requires incumbent to obtain/maintain eligibility for a Secret security clearance.
• Must comply with D-SAACP policy guidelines and complete initial and ongoing certification training requirements.
• Incumbent must have or be able to obtain and maintain a current state driver’s license.
• Occasional travel up to approximately 25% or more may be required to complete work assignment, conduct or attend meetings, training events, site assist visits, or court hearings.
• Starting May 7, 2025, non-affiliated individuals requesting access will need a REAL ID-compliant driver's license or another acceptable form of identification to access CNRMA Installations. (review required documents section for more information.)

Qualifications

• Knowledge of personnel policy and practices to handle human resources requirements in a government environment (e.g., recruitment, performance management, evaluation).
• Knowledge of associated laws, regulations, and policies used by the DoD, DoN and other U.S. government agencies to effectively manage individuals and teams in the workplace.
• Knowledge of techniques to mentor, motivate and coach subordinate employees and skill in leadership practices to develop a headquarters staff into a cohesive team committed to quality programs for customers in the field.
• Knowledge of Federal and agency regulations; knowledge of the specific organization's program and missions, as well as knowledge of pertinent laws, regulations and policies related to program/operations area to consider their impact on programs. Mastery of concepts in program management and implementation, requirements determination, policy development and supervisory skills.
• Knowledge of the dynamics of sexual assault and local community resources for sexual assault victims.
• Comprehensive and thorough knowledge of the DoD and SAPR Program, along with local, state, federal laws, and military regulations and policies pertaining to sexual assault, victim advocacy, and other acts of interpersonal violence to plans, organize, implement, and carry out the components of an interpersonal violence prevention and response program is preferred.
• Expert knowledge of DoD, DON, and CNIC SAPR policies and ability accurately to
• interpret/articulate their meaning, priorities and intent.
• Knowledge laws, regulations, executive orders, issues, etc. to include the DoN organizational structure, management policies, methods, and practices relating to sexual harassment victim advocacy.
• Thorough knowledge of a wide range of practices and procedures associated with victim advocacy, social services delivery systems and other elements of specialized social service programs, and behavioral or social science principles to direct the activities of the Sexual Assault Prevention and Response Program.
• Thorough knowledge of laws, regulations, and practices relating to privacy of information.
• Knowledge of a wide range of essential support, advocacy services, liaison services, community resources and care for victims of sexual harassment in accordance with generally accepted procedures and techniques.
• Knowledge of CNIC's EEO policy and procedures.
• Knowledge and skill in developing and adhering to program management plans.
• Knowledge of training and education techniques to implement and deliver sexual harassment training.
• Skill in the use of Microsoft Office Suite, DSAID and Fleet and Family Support Management Information System (FFSMIS).
• Skill in analyzing and interpreting a wide variety of issues and formulating policy or procedural solutions.
• Skill in the use of office software applications and required management data systems to enter data, prepare reports, and develop information.
• Skill in providing victim advocacy and working with victims of sexual assault.
• Skill in employing various methods and techniques typical of a sexual harassment victim advocate program, including crisis intervention, situational assessment, and analyzing the needs of the victim to provide support and/or assistance to them in the resolution of complex problems.
• Ability and skillset to provide effective leadership training and briefings to commands, victim advocates, and first responders.
• Ability to independently plan, develop, prioritize and manage continuing projects, operations and programs.
• Ability to identify needs, trends, and performance measures to evaluate program effectiveness and provide recommendations for process improvements.
• - Ability to use data management and reporting systems to collect and organize data drawn from
• databases.
• - Ability to advise program officials, including tactical-level leadership and installation personnel on
• the policies, practices, procedures, issues, and concerns associated with sexual assault and other acts
• of interpersonal violence and prevention, response, and victim advocacy.
• - Ability to establish and maintain effective working relationships with organizations and individuals to
• identify, establish, modify, and provide victim support assistance.
• - Ability to compose written reports and material clearly, concisely, and effectively.
• - Ability to maintain accurate statistical framework for program data collection and reports.
• - Ability to provide information and one-on-one assistance to victims under difficult circumstances
• using sensitivity, tact, and caring, as well as understand and have empathy for victims.
• - Ability to develop trusting helping relationships and to work effectively with individuals and
• families. Imh 2/20/2025 .
• - Strong analytical ability to intervene in crisis situations, using sound professional judgment, ethical
• practice, and common sense.
• - Ability to work cooperatively with military and civilian medical, social service, law enforcement,
• and legal personnel on behalf of victims.
• Ability to drive a government or personal vehicle in order to travel to training, coordinate
• tasks/actions with clients, command and military and civilian agencies within the local area of the
• installation.
• - Ability to effectively communicate both orally and in writing with all levels of management, staff,
• and military personnel and their families.
• - Ability to perform the full range of supervisory duties.
• - Ability to effectively communicate both orally and in writing with all levels of management, staff,
• and military personnel and their families.

How you will be evaluated

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

All resumes will be reviewed to determine if they meet the hiring eligibility and qualification requirements listed in this announcement, and will be rated based on the information provided in the resume to determine the level of knowledge, skills and abilities (KSAs) related to the job requirements. Using the qualifications of the position, a predetermined rating criterion of KSAs will be used for each resume. Best qualified applicants will be referred to the hiring manager. The selecting official may choose to conduct interviews.