Clarification from the agency

Washington Army National Guard Permanent or Indefinite Employees. (Internal)

A GS-0201-14, HR OFFICER (MILITARY):

• As the Director of Military Personnel for the State, advises the Adjutant General (TAG), the Assistant Adjutant General, Army (ATAG), Command Administrative Officer (CAO), supported Commands, and HQs staff on military personnel policies, and procedures. Implements Army G-1 policies relating to the procurement, assignment, retention/reenlistment and utilization of military personnel, and the review and consolidation of military personnel actions for submission to the National Guard Bureau and/or Army National Guard Directorate. Manages military personnel services to include, personnel processing, casualty operations, ID cards, awards recognition, training, education, evaluation, and promotion programs for assigned military personnel and family members. Analyzes military personnel assignments to ensure proper manning of the State's military personnel support functions and operations and determine future manpower requirements to ensure personnel readiness. Plans, reviews, and approves contingency, mobilization, deployment and re-deployment and strategic plans.
• Serves as the recognized senior advisor on Human Resources (Military) program issues. Develops appropriate interventions for management on significant military HR issues and concerns. Distributes officer and enlisted personnel to units and commands in accordance with established priorities. Assists the mission commander S-1/G-1 in maintaining readiness of all deployable units and cross-levels personnel as required. Briefs the TAG, ATAG (Army), CAO, supported commander(s), and staff on vital personnel issues; Army separation and reduction programs; casualty operations, mobilization, readiness status and performance evaluations. Serves as the TAG's liaison for congressional and special interest correspondence regarding Human Resources (Military) programs. Manages the Retirement Services Program and determines ID Card/DEERS eligibility for active duty, traditional status, retired, and their family members. Provides program management of education services, Selective Reserve Incentive Program, Student Loan Repayment Program, Medical Board actions, and Incapacitation Pay actions. Reviews and evaluates program activities to ensure compliance with established policies and procedures. Serves as the TAG's designated representative to receive and process sensitive military personnel issues to include promotion selection/non-selection, involuntary separations and selective early retirements.
• Mobilization Planning: Responsible for implementation of mobilization plans, systems, and procedures at the Joint Force Headquarters (State). Manages a variety of interrelated automated mobilization planning, operations, authorizations, personnel, training and accessions systems. In coordination with the G3/J3 ensures that states mobilization plans are consistent with Army guidelines and verifies deployability of military assets. Executes in/out processing of military assets to include clearances, soldier readiness, unit and individual movement, separations and retirement.
• Personnel Management. Through subordinate supervisors, assigns, directs, and evaluates work of subordinate organization elements. Implements policies on personnel management and training utilization. Delegates authority to subordinate supervisors and managers and holds them responsible for the performance of their organizational elements. Establishes workload priorities, makes assignments based upon the difficulty, complexity, the type of work, and the employee's capabilities. Reviews, accepts, or rejects work accomplished. Develops or directs the development of performance standards, evaluates the performance of key supervisors, and reviews the evaluation made by subordinate supervisors of other employees. Ensures that training and development needs of employees are met. Hears and resolves employee complaints and refers the more serious unresolved cases to the next appropriate level. Recommends action in serious disciplinary cases and those involving key employees. Interviews candidates for key supervisory positions and makes selections. Makes decisions on work problem presented by subordinate supervisors. Exercises position management responsibility to ensure that the most efficient position structure is established for accomplishing the work. Periodically reviews job descriptions of subordinates for currency and accuracy. Advises supervisor on problems which may have an impact State or nation-wide or that may impact broader programs. Initiates contact and maintains rapport with heads of other units or organizations. Strives for a balanced representation of minorities and women in the subordinate work force. Promotes acceptance and adherence to such programs as equal opportunity employment of the handicapped and other special emphasis programs.
• Other duties as assigned.

Conditions of employment

MILITARY REQUIREMENTS:

Military Grades: O5 - O6

Desired Military Assignments: 42H

- Applicants need not be assigned to the position or possess the MOS to apply or be considered for selection. Selected applicant must be assigned to a compatible Military position and attain MOS within 1 year of appointment action.

- May be required to successfully complete a trial period.

- Participation in direct deposit is mandatory.

- All soldiers, civilian employees, and contractor employees who drive Army-owned or leased vehicles must complete the Army Avoidance Course (AAC) training when they start working for the Army. Must have a valid Washington state and military driver's license. Must be able to obtain a Government Travel Card (GTC) and be able to attend all schools deemed necessary by the supervisor.

- Males born after 31 December 1959 must be registered for Selective Service.

- Must maintain membership in the WA Army National Guard for continued employment.

- Must be able to obtain and maintain the appropriate security clearance of the position.

- This position is covered by the Domestic Violence Misdemeanor Amendment (30 Sep 96) of the Gun Control Act (Lautenberg Amendment) of 1968. An individual convicted of a qualifying crime of domestic violence may not perform the duties of this position.

- Position requires ability to establish effective professional working relationships with coworkers and customers, contributing to a cooperative working environment and successful accomplishment of the mission.

- May occasionally be required to work other than normal duty hours; overtime may be required.

- The duties and responsibilities of your job may significantly impact the environment. You are responsible to maintain awareness of your environmental responsibilities as dictated by legal and regulatory requirements, your organization, and its changing mission.

Qualifications

GENERAL EXPERIENCE:

1. Analyze problems to identify significant factors, gather pertinent data, and recognize solutions;
2. Plan and organize work; and
3. Communicate effectively orally and in writing.

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. You may also be excluded from consideration if you indicate that you are unwilling to accept the lower grade and a determination is made that you are not qualified at the higher grade. If you are found to be among the top qualified candidates, you will be referred to the selecting official for employment consideration.

Verbiage displayed on your resume or application must contain your own words. You may refer to position descriptions, i.e. the general and specialized experience located within the vacancy announcement, to assist with describing work experiences; however, resumes or applications received in verbatim will not be considered. In your resume you will need to address the general and specialized experience listed above. Please use as much detail as needed, giving dates (months and years) of the experience, position title and how the experience was gained. This information is needed to determine if you are qualified for the position.