Clarification from the agency

Title 5 MERIT CAT 1- All on board Federal Employees/Technicians within the ALNG (T32 and T5, Permanent and Excepted Indefinite)

1. Advises and counsels management, employees, annuitants, and family members of deceased employees by interpreting, applying, and explaining retirement and insurance laws, regulations, and policies on available retirement insurance benefits, death benefits, entitlements/options. Researches and interprets appropriate regulations to provide advice to employees concerning reinstatement of insurance, conversion of life insurance and features of the programs and options associated with retirement. Assist employees in the preparation of retirement applications and related documents and forwards to the Army Benefits Center Civilian (ABC-C). Determines type of separation and completion of eOPF maintenance for documents. Maintains a current knowledge of legislative development, agency reorganizations and other pertinent activities that may have an impact on management and employees. Provides technical guidance and assistance in the development and implementation of benefit program changes and open seasons. Determines entitlement to retirement annuities, eligibility for continuation of life and health insurance. Provides technical advice to personnel on a variety of programs such as health and life insurance and Thrift Savings Plan (TSP). Provides initial overview to new employees on the benefit programs available to them. (35%)

2. Provides technical advice to personnel on programs such as the Mass Transit, Reasonable Accommodations (RA), Telework, Uniformed Services Employment and Reemployment Act, military, or civilian deposits for CSRS/FERS, disability benefits, Light Duty Program, and Workers Compensation Program. Develop and process termination memorandums. Compose termination memorandums (30-day notice) in compliance with formats contained in the correspondence regulation for non-retention, mandatory removal date (MRD), mandatory separation date (MSD), medical disqualification, age 60, etc. Monitors and ensures the Federal Employees Compensation Act (FECA) program is properly publicized and supervisors are provided the appropriate guidelines for use of the program. In coordination with the NGB J1-Functional Manager ensures prompt submission of claims and medical documents. Works with Department of Labor (DOL), Defense Civilian Personnel Advisory Service (DCPAS), to ensure only legitimate claims are submitted. Coordinates with Safety Managers and Supervisors to ensure all applicable workplace validation and documentation is obtained for the claim. Potentially fraudulent and questionable claims are reported to the appropriate office for investigation. Assesses and analyzes situations to ensure minimum compensation costs are expended and light duty policies are implemented. (35%)

3. Provides technical advice on flexibilities and appropriate use of leave issues such as Sick Leave for Family Care and Bereavement, Disabled Veterans Leave, Advanced Leave, Compensatory Time, Leave Without Pay, Absence Without Leave, Presidential Leave, Court Leave, and Military Leave. Provides technical advice on the use of the Family and Medical Leave Act, Paid Parental Leave, and Voluntary Leave Transfer Program. Interprets guidance and regulations to provide advice to management and employees on pay schedule adjustments, severance pay, back pay, debts, and compensation. Process donated leave requests within the State. Use automated system to effectively process personnel actions in accordance with the Guide to Processing Personnel Actions and local personnel systems checklists as required. Provides technical advice and assistance to employees in the availability of the within the applicable federal employee benefit system. Maintains the Electronic Official Personnel Files by uploading required documentation in accordance with the Guide to Personnel Recordkeeping. (30%)

Performs other duties as assigned.

Conditions of employment

• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• Must be able to obtain and maintain the appropriate security clearance of the position.
• May occasionally be required to work other than normal duty hours; overtime may be required.

Qualifications

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 must be equivalent to at least the next lower grade. Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills, knowledge, abilities and behaviors) to qualify for a position identified by its position grade and career level. Specialized experience factors encompass human resources program's business competencies, familiarity with the subject matter or processes used in human resources programs associated with DoD, U.S. Army, or U.S. Air Force.

KNOWLEDGE REQUIRED BY THE POSITION:
-- Knowledge of, and skill in applying a wide range of HR concepts, practices, laws, regulations, policies, and precedents sufficient to provide state level comprehensive HR management advisory and technical services on substantive organizational (ANG and ARNG) functions and work practices.

-- Ability to interact with all levels of management and labor unions as a strategic business partner in the delivery of performance management objectives, benefit eligibility, and may include discipline or adverse action management, requiring a broad approach and intensity of analysis. Requires an understanding of the relationship between management needs and National Guard goals and objectives.

-- Ability to deal effectively with key management officials on highly controversial employee issues and decisions. This position requires a broad approach and intensity to resolve complex problems and issues when guidelines are not directly applicable.

-- Practical knowledge of other HRO functional areas, i.e. Recruitment and Placement, Classification, Labor Relations, Equal Employment Opportunity, etc. for purposes of interacting and resolving issues.

-- Knowledge of the different philosophies and structures of the ANG and ARNG within the state.

-- Knowledge of the rules and procedures that apply to National Guard full-time employees.

-- Ability to develop and present employee programs and policies to management and employees to gain acceptance and understanding of findings and recommendations.

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.