Clarification from the agency

Internal Permanent Air Force Employees in the Program Management Career Field Only

DUTY 1:

Plans, organizes, and directs the activities of the Program Management Career Program, ensuring compliance with legal and regulatory requirements and meets customer needs. Develops goals and objectives that integrate organization and functional Career Program objectives. Researches, interprets, analyzes and applies the appropriate career program/personnel guidelines, policies, regulations. Establishes policies and procedures for accomplishment of functional Career Program Management. Plans and schedules work in a manner that promotes a smooth flow and even distribution. Coordinates plans and schedules with other organization managers and customers as appropriate. Identifies need for changes in priorities and takes action to implement such changes. Plans work to be accomplished by subordinates, sets and adjusts short-term priorities, and prepares schedules. Assigns work to subordinate employees based on organization priorities and consideration of difficulty and requirements of assignments such that the experience, training, and abilities of staff are effectively utilized to meet organization and customer needs. Balances workload and provides advice, guidance, and direction on a wide range of (functional area) and administrative issues. Structures assignments to create effective and economical positions.

DUTY 2:

Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. Selects or recommends selection of candidates for vacancies, promotions, details, and reassignment in consideration of skills, qualifications, and mission requirements. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate workers performance ensuring consistency and equity in rating techniques. Recommends awards when appropriate and approves within-grade increases. Hears and resolves employee complaints and refers serious unresolved complaints to higher level management. Initiates action to correct performance or conduct problems. Effects minor disciplinary measures such as warnings and reprimands and recommends action in more serious disciplinary matters. Prepares documentation to support actions taken. Identifies employee developmental needs and provides or arranges for training (formal and on-the-job) to maintain and improve job performance. Encourages self-development. Approves master leave schedule assuring adequate coverage for peak workloads and traditional holiday vacation time.

DUTY 3:

Represents the Directorate and promotes civilian career management goals at Policy Council meetings and other formal panel or committee meetings. Briefs functional leadership on career program activities, status of action items, and civilian personnel policy as it impacts on operations. Keeps appraised of new technology impacting methodology and provides constructive suggestions and assistance to facilitate successful transition; orients functional leadership as technologies emerge into program operations. Staff's policy council or panel/committee proposal as necessary to ensure compliance with law and compatibility with Directorate objectives. Meets with key customers and coordinating officials to assess customer satisfaction, explain organization policy and procedures, and resolve problems that arise. Provides or ensures that subordinates provide customer guidance and training. Participates in special projects and initiatives and performs special assignments. Identifies the need for special projects and initiates milestones and goals. Evaluates reports by analyzing facts and performing appropriate research and prepares detailed responses. Determines appropriate recommendations for unresolved or questionable problems and performs follow-up. Researches and determines or recommends appropriate actions or interpretation of issues that impact organization. Installation, command, or agency.

DUTY 4:

Develops methods and philosophy for promoting management advisory services. Directs and monitors analyses and evaluation of functional requirements, operations, organizations, and specialized skills required for positions and employees. Results are applied to advising/counseling managers and employees on such career management actions as career progression, training, assignment, etc.

DUTY 5:

Markets and advocates civilian career management. Determines extent, type, and coverage of program promotional material, information documents, and briefings to effectively publicize the program and obtain management support worldwide. Reviews proposed publications, briefings, and web site initiatives to ensure effective presentation and dissemination of material to both functional and personnel groups.

Conditions of employment

• U.S. Citizenship is required.
• Mobility is a condition of employment; employees must sign an Air Force-wide mobility agreement.
• Must be able to obtain and maintain appropriate security level clearance.
• If authorized, PCS will be paid IAW JTR and AF Regulations. If receiving an authorized PCS, you may be subject to completing/signing a CONUS agreement. More information on PCS requirements, may be found at: https://afciviliancareers.com/regulatory/
• PCS cost will be paid IAW Career Broadening Policy under this agreement.
• Career Broadening positions are managed by AFPC/DPCZ and are centrally funded.
• Positions are established specifically to provide developmental experience designed to broaden the skills and/or enhance the leadership perspective of a high-potential, mid-level manager.
• Career Broadening also provides training and developmental opportunities at various organizational levels.
• These assignments offer the qualified candidate a unique assignment in that the candidates brings certain experience to the assignment while gaining new experiences in a different work environment.
• TEMPORARY PROMOTION: If the position is filled as a temporary promotion, upon completion of the career broadening assignment, the temporary promotion may lead to permanent promotion without further competition.
• May be required to travel by military and/or civilian aircraft in the performance of official duties.
• Disclosure of Political Appointments.
• Males must be registered for Selective Service. Visit www.sss.gov to verify registration.
• May be required to work other than normal duty hours, which may include evenings, weekends and holidays.

Qualifications

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions.

SPECIALIZED EXPERIENCE: Experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-13 or higher grade (or equivalent in an alternate pay system) within the Federal Civil Service to be considered for referral. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:

1. Expert knowledge of the mission and organizational structure of the career program functional field to effectively carry out career management responsibilities.
2. Knowledge of the laws, regulations, principles, and practices of civilian career management and personnel processes and procedures.
3. Ability to plan, organize, and direct the functions and staff of a small to medium sized organization.
4. Skill in written and oral communication to communicate with and brief, senior functional and personnel officials.
5. Skill in analyzing issues and formulating solutions to problems
6. Ability to prepare special studies and staff reports including the ability to meet emergency and/or changing program requirements within available resources and with minimum sacrifice of quality or quantity of work.

How you will be evaluated

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

Your application package (resume, supporting documents, and responses to the questionnaire) will be used to determine your eligibility, qualifications, and quality ranking for this position. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment.

Your responses to the questionnaire may be compared to the documents you submit. The documents you submit must support your responses to the online questionnaire. If your application contradicts or does not support your questionnaire responses, you will receive a rating of "not qualified" or "insufficient information" and you will not receive further consideration for this job.

Applicants who disqualify themselves will not be evaluated further.

APPRAISALS/AWARDS: Hiring Managers use objective methods and consider previous performance appraisals and awards in the selection process. Current Federal Civilian employees should list any relevant performance related rating and/or awards in your resume.