Clarification from the agency

This position is a Title 5 Excepted position open to the public. Military membership is not required, and Veteran's Preference applies.

As a ASST HR OFFICER (TITLE 5), GS-0201-13, you will perform the following duties.
1. The incumbent assists in development and administration of state rules and procedures that are adapted from policies prescribed by the National Guard Bureau, the Office of Personnel Management (OPM), Department of the Army, and Department of the Air Force. Establishes and maintains liaison with OPM, U.S. Department of Labor, Federal Labor Relations Authority, and other human resources offices. The incumbent has overall responsibility for the full range of human resources management major duties and responsibilities as follows:
a. HR Development: Directs the planning, operations, and administration of determining and documenting training needs, evaluating training courses, assigning priority to training plans and evaluating training accomplishments.
b. Employee Benefits: Directs the planning, operations, and administration of the S/T/DC federal employee benefit, leave, such as health, life insurance, dental, vision, leave Thrift Saving Plan (TSP), physical capability requirements, limited duty, and the Federal Employees Compensation Act (FECA), available retirement programs and options. Directs the planning, operations, and administration of Mass Transit, Reasonable Accommodations (RA), and Telework Programs and policies, Worker's Compensation and Unemployment Programs, and adherence to the Uniformed Services Employment and Reemployment Rights Act (USERRA).
c. Equal Opportunity Programs: Applies Equal Opportunity (EO)/EEO principles and requirements to all personnel management actions and decisions, and ensures all personnel are treated in a manner free of discrimination. May supervise the EEO administrative only, EEO cases will report directly to TAG/CG or Director of the Joint Staff.
d. HR Information Systems: Directs the planning, operations, and administration of the HR Information Systems (automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services).
e. Performance Management and Employee/Labor Relations: Directs the planning, operations and administration of programs advising both management and subordinates on matters pertaining to performance management, and employee recognition and incentive awards programs, conduct and discipline, the labor relations program.
f. Position Classification and Position Management: Directs the planning, operations and administration of the position classification and position management program, S/T/DC manpower policies and directs their implementation with OPM, DoD, DA, DAF, and NGB policies and authorizations.
g. Recruitment/Placement and Compensation: Directs the planning, operations, and administration of the S/T/DC merit promotion plan to include procedures for recruitment, placement, evaluation, and pay determinations.
h. Federal Funds Management: The incumbent of this position is responsible for the management of federal funds relating to the Full-Time Workforce personnel to include travel, salaries, training, and incentives costs. Establishes procedures and ensures expenditures are in accordance with extent and intent of appropriation.
2. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors, teams, etc. as appropriate.
3. The incumbent shares in and assists the Human Resources Officer with directing HRO programs and projects, and carry out assigned missions; plans, directs, coordinates, and expedites special projects and actions appropriate for each program, when tasked will undertake special studies. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies.
3. The incumbent shares in and assists the Human Resources Officer with ensuring that mobilization plans are developed when mobilization plans are developed and implemented to support Full-Time Workforce personnel as needed /when directed. The incumbent shares in and assists the Human Resources Officer with development, implementation, and management of the HRO Continuity of Operations (COOP) plan to support the S/T/DC.
Performs other duties as assigned. T5015P01

Conditions of employment

• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• 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.
• Failure to complete prescribed courses may be cause for reassignment or termination of FTS.
• Ability to establish effective professional working relationships with coworkers and customers, contributing to a cooperative working environment and successful accomplishment of the mission.
• May require travel in military and/or commercial aircraft to perform temporary duty assignments.
• Position is designated as Essential Personnel and may be subject to duty in preparation a state emergency or disaster declaration. TAG requests to exceed 14 days in a year must be approved in advance by the NG, Director of Manpower and Personnel.

Qualifications

In describing your experience, please be clear and specific. We will not make assumptions regarding your experience. Applicants who do not fully address the minimum/specialized experience needed for the position in their resume will not be referred for consideration.

MINIMUM EXPERIENCE: Experiences gained through civilian and/or military technical training schools within the human resources business programs are included as general experience qualifications. An applicant must have a validated understanding of the basic principles and concepts of the occupational series and grade.
Must have at least one year of specialized experiences at the GS-12 level or the equivalent in personnel and manpower core competencies: Organization Structure, Requirement Determination, Program Allocation and Control, and/or Performance Improvement. In addition to a high degree of analytical ability, applicants at this expert level must have a full range of competencies in regard to implementing and managing applicable directives, regulations, policies, merit principles and practices related to federal civilian, military, and National Guard technician personnel programs.

SPECIALIZED EXPERIENCE: GS 0201 13 -

1. Must be an expert in federal government programs, such as merit principles and prohibited practices.
2. Must have a full-range of competencies in writing, designing, formatting, publishing, and presenting briefings for senior leadership at conferences, workshops, or special committee meetings.
3. Experienced in directing force development and force shaping programs.
4. Experienced in developing, controlling, programming and allocating manpower resources in support of plans, programs, budgets and execution procedures. Competent in processing organizational change actions to activate, inactivate, redesignate, and/or reorganize structures.
5. Experienced in conducting performance management and productivity programs; assessing and documenting organizational performance; and advising on process improvement, best practices, and optimal performance.
6. Experiences involved using internal controls to manage and maintain sound financial budgets and corporate standards.

1. Must have experiences in managing and supervising work functions and discipline requirements.
2. Experienced in conducting employee performance valuations; mentoring employees; managing resources and budgets; and directing assigned work.
3. Experienced in effectively and efficiently planning and scheduling work that met or exceeded work requirements and expectations.
4. Experienced in structuring assignments to create viable procedures that resulted in measured and improved task processes.
5. Must have professional experiences and demonstrated abilities to train and mentor employees on the correct procedures and required competencies to address and resolve employee performance and/or behavior issues.
6. Experienced in identifying employees' strengths and weaknesses that resulted in their increased performance values in quality work, accurate decisions, timeliness considerations, and work efficiencies. Must have expert knowledge of merit principles, equal employment, and affirmative action guidelines.

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 found to be among the qualified candidates, you will be referred to the selecting official for employment consideration.

Your qualifications will be evaluated on the minimum/specialized experience provided in the announcement and the KSA's (knowledge, skills, and abilities) listed below:

• Skill in applying, a wide range of advanced HR principles, concepts, and practices, as well as seasoned consultative skills sufficient to provide management consultative service involving the full spectrum of HR functions.
• Knowledge to perform a key role in rendering expert advisory service and/or authoritative policy interpretations on highly complex agency-wide or equivalent issues, serving as a recognized advisor by other senior HR staff and program managers.
• Knowledge to develop appropriate interventions for management on significant HR issues and concerns; apply new developments to problems not susceptible to treatment by accepted methods; collaborate with and lead management in employing change management process concepts and techniques such as strategic planning and workforce development; develop strategic goals for change (e.g., conduct organizational needs assessments, determine organizational readiness for change, market organizational awareness, and lead change initiatives); conduct survey focus groups, group facilitation, and other techniques and methods necessary for organizational assessment and change; lead a team on special projects or studies of considerable scope and depth critical to the resolution of operating issues and problems; and interpret complex legislative, regulatory, and policy guidance to prepare study recommendations for management.