Clarification from the agency

**INDEFINITE POSITION - MAY NOT BECOME PERMANENT** Initial pull will be 1-June 2026.

As a HR SPECIALIST (COMPENSATION/RECRUITMENT/PLACEMENT) (TITLE 5), GS-0201-5/7/9, you will provide support for recruitment and placement, military technician compatibility, permanent change of station moves, pay setting, recruitment/retention/relocation (3R)incentives, advanced in-hire rates, and reduction-in-force actions.

Major Duties - This is NOT an all-inclusive list:

• Determines candidate eligibility and performs qualification analysis of eligible applicants.
• Maintains necessary documents associated with merit placement, applicant pool, Department of Defense (DoD) Priority Placement Lists, and Over-graded Technician Listings.
• Notifies candidates of the results of their application.
• Refers qualified candidates for selection consideration in accordance with published Merit Promotion Plan.
• Reviews and verifies information on requests to fill actions to ensure accuracy and applicability and research applicable regulatory guidance and recommends effective and alternative recruiting actions.
• Creates new and recurring vacancy announcements on behalf of supervisors.
• Identifies appropriate qualification standard to be applied, validates hire authority, develops position announcements, determines appropriate area of consideration, develops candidate evaluation criteria and accrediting plan, requisition for Department of Defense (DoD)priority placement matches, validates appropriate pay table and publishes vacancy announcement using automated system (i.e.: USA Jobs).
• Integrates established HR policies and procedures to provide effective support to managers, supervisors, and the Human Resources Officer on recruitment and placement matters for a variety of journeyman-level (and below)administrative, technical, professional, and clerical occupations by assisting in the development of the merit promotion plan and execution of the recruitment and placement program.
• Establishes and certifies accuracy of rates of pay for all placement actions in accordance with federal law, OPM, NGB regulations and local policies.
• Interprets and applies State pay setting tools such as highest previous rate rule and recruiting and retention incentives.
• Creates RPAs that pertain to a wide variety of moderately complex personnel actions and manpower situations by determining appropriate Nature of Action, legal authority, salary, veteran's preference, required remarks, and the impact to the employee, the supervisor, and the agency.

Conditions of employment

• Federal employment suitability as determined by a background investigation.
• Subject to provisions of DoD Priority Placement Program. https://www.dcpas.osd.mil/sites/default/files/2021-09/PPP%20Handbook%20-%20Nov%202019.pd
• 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.
• IAW The Fair Chance Act, Agency employees may not request criminal history information at the point of initial application, upon receipt of an application, or prior to, during or after a job interview. If an Optional Form (OF) 306, Declaration of Employment is submitted prior to the point of a conditional offer, questions related to background information section may not be asked.
• Irregular and/or overtime (compensatory) hours may be required to support operational requirements or contingencies or may be required to work hours outside of the normal duty day.
• This position is designated as Essential Personnel and may be subject to duty in preparation for, or in response to, a state emergency or disaster declaration. Head of Agency requests to exceed 14 days in a calendar year must be approved in advance by the National Guard, Director of Manpower and Personnel (NGB-J1).
• Participation in direct deposit is mandatory.

Qualifications

TITLE 5 AREAS OF CONSIDERATION
AREAS OF CONSIDERATION: The areas of consideration for this position, Title 5 Excepted Service, will be in the following manner and sequence:

• The FIRST area of consideration for this position will be candidates who match through the Priority Placement Program (PPP).
• The SECOND area of consideration will be Veterans' Preference (VP) eligible.
• The THIRD area of consideration will be all excepted permanent and indefinite temporary technicians within the ILNG.
• The FOURTH area of consideration will be all current Federal Employees.
• The FIFTH area of consideration will be all Federal re-employment eligible.
• The SIXTH area of consideration will be all U.S. Citizens.

One year of specialized experience equivalent to the lower grade level in the Federal service in order to be considered for this position.

SPECIALIZED EXPERIENCE: GS-9 Level, experience which demonstrates at least one year of specialized experience equivalent to the GS-07 level in the Federal service or comparable experience in the private sector; experience must involve independently screening candidates against technical job requirements and managing the recruitment process; experience must include developing job postings and candidate evaluation criteria; must have experience applying complex pay-setting principles, salary structures, or incentive programs (such as signing bonuses or relocation packages) to determine appropriate compensation; your background should include providing advisory services to managers regarding hiring strategies, merit-based selection, and compliance with labor laws or organizational policies; experience must also involve processing a variety of personnel actions-such as promotions, transfers, and salary changes-ensuring data integrity and adherence to legal authorities; you must have experience coordinating specialized HR programs, such as employee relocation services or workforce reduction plans, while using automated systems to maintain compliance. GS-7 Level, your resume must demonstrate at least one year of specialized experience equivalent to the GS-05 level in the Federal service or equivalent experience in the private sector; experience must include performing developmental-level work in at least one human resources or administrative functional area, such as staffing, benefits, employee relations, or personnel processing; must have experience reviewing various types of personnel documents or applications to ensure they meet basic regulatory or policy requirements; your background should show proficiency in using human resources information systems or databases to enter, track, and retrieve employee data; you must have experience responding to customer service inquiries regarding general HR policies, procedures, or the status of administrative requests; experience must demonstrate the ability to use office automation software to draft professional correspondence, maintain organized record-keeping systems, and generate reports. GS-5 Level which includes at least 3-years of progressively responsible experience (at least 1-year which is equivalent to at least a GS-4 Level) that demonstrates the ability to analyze problems to identify significant factors, gather pertinent data, and recognize solutions; plan and organize work; communicate effectively orally and in writing.

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

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 experience; 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 below. 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.

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.

Your qualifications will be evaluated on the following competencies (knowledge, skills, abilities and other characteristics):

• Attention to Detail
• Problem Solving