Clarification from the agency

Area 1 through Area 3

This announcement closes on 06/24/2026 for receipt of applications. Due to high volume of applicants, the first 35 applicants will receive first consideration.

Major Duties for GS-0201-11 - PD# D1051P01
1. Advises the management on matters relating to Active Guard/Reserve (AGR) personnel; drafting and providing input to State personnel plans and procedures based on interpretation of regulations and directives from the Departments of the Army and National Guard Bureau (NGB). Provides guidance on the career management program in conjunction with NGB personnel management tools to ensure normal progression of career patterns and professional development in assignments, promotions, military education, and qualification in primary and alternate specialty.

2. Provides advice and guidance covering a wide variety of financial policies and requirements, accounting, budget-related and analytical duties. Reviews and process's structure source documents (Table of Distribution and Allowances (TDAs), Modified Table of Organization and Equipment (MTOEs), Unit Manpower Document (UMD), and manpower reports) applicable to AGR positions within the ARNG and/or ANG. Performs quality reviews of information maintained and final products to ensure correctness of data. Researches the source documents for discrepancies and works with the appropriate specialist to resolve problems. Assists in the education of managers and supervisors relative to their position management responsibilities through one-on-one training.

3. Serves as an advisor to commanders and interprets policy and provides procedural guidance to commanders, supervisors, staff members and individual military members. Reviews, evaluates, and interprets regulatory guidance, policies, and procedures applicable to military personnel programs and provides guidance to all users. Conducts periodic briefings for staff, commanders, and administrative personnel to promote full understanding of all aspects of the assigned program. Provides commanders, supervisors, and HRO staff with a variety of statistical data or reports pertaining to AGR issues to assist in HR management decisions. Responds to correspondence (general, other agency, congressional, etc.)

4. May have limited leader responsibilities. Distributes and balances workload among HRO ARNG and/or ANG employees. Gives on-the-job training to lower-graded employees. May approve emergency leave for assigned employees in extenuating circumstances. Provides input into annual performance appraisals. Resolves simple complaints and grievances, referring the more serious ones to the supervisor. Recommends training needs for employees. Provides input to the supervisor concerning selections, promotions, reassignments, recognition of outstanding performance.

Major Duties for GS-0201-09 - PD# D2953000
1. Provides advice and support to managers, supervisors, and the HRO on recruitment and placement actions for AGR Personnel. Identifies appropriate qualification standard to be applied, validates hire authority, develops position announcements, locates position applicants, develops candidate evaluation criteria, and evaluates candidate eligibility, and refers qualified candidates for selection consideration. Reviews and verifies information on requests for vacancy announcements to assure correctness. Notifies candidates of the results of their application.

2. Ensures required selection documentation and information contained thereon is correct including military compatibility; ensures all medical and fitness requirements are met in accordance with existing policies and guidelines for AGR members; checks security requirements; initiates select/non-select letters, etc. Manages the monitoring and reporting of the Army Full time National Guard Duty (FTNGD) Program including Active-Duty Operational Support (ADOS), and One-Time Occasional Tours (OTOT).

3. Responsible for the timely and accurate administration of voluntary and involuntary separation actions and Army AGR retirement actions. Advises and counsels AGR members and dependents on support agencies and benefits programs. Explains the TRICARE program and how to file claims and locations of servicing Health Benefits Advisors. Schedules retirement counseling of AGR members and coordinates retirement actions with the ARNG/ANG organization. Coordinates with the local medical facility on physical examinations for current, potential AGR members, and AGR members projected for separation/retirement.

4. Consults with other Human Resources Specialist to facilitate Full-Time manning reporting. Reviews manpower documentation (Full Time Support Management Control System (FTSMCS)/Voucher, Tables of Distribution and Allowance (TDA), Modified Tables of Organization and Equipment (MTOEs), Unit Manning Document (UMD)).

Contact HRO for a full copy of the GS-09 or 11 Position Descriptions.

Conditions of employment

• Must be a U.S. Citizen
• Males born after 31 December 1959 must be registered for Selective Service.
• Federal employment suitability as determined by a background investigation.
• Must be able to obtain and maintain a Secret security clearance within one year of hire. Failure to be able to obtain and maintain the required level of clearance may result in the withdrawal of a job offer or removal.
• Must meet the definition of specialized experience by the closing of the announcement.
• Must meet all requirements of the selective placement factor to be eligible for GS-11
• Time in Grade: Current Federal employees must have served 52 weeks at the next lower grade in the Federal service. Time in grade requirements must be met by the closing date of this announcement.
• This is a full-time Indefinite position that may be converted to permanent at management discretion. If converted, you may be required to serve a one or two year trial period.
• Superior Qualifications MAY be authorized for this position

Qualifications

MILITARY GRADE: E-4 (SrA/SPC) through E-8 (SMSgt/MSG)

COMPATIBILITY: is identified as being a member of the Delaware Army or Air National Guard.

If this position has promotion potential and you are selected at the lower developmental level/grade of GS-09, you may be non-competitively promoted to the full performance level/grade of GS-11 after completing the required Individual Development Plan (IDP). Promotions are not automatic and may only occur after completion of the IDP.

SELECTIVE PLACEMENT FACTOR FOR THE GS-11: Must have specialized experience with automated systems such as the Integrated Personnel and Pay System (IPPSA), Interactive Personnel Electronic Records Management System (iPERMS) or Air Force Reserve Orders Writing System (AROWS). Staffing will make no assumptions when it comes verification of the automated experience described above.

SPECIALIZED EXPERIENCE: GS-09: Must have one year of specialized experience and must be equivalent to at least the next lower grade level of GS-07. Must have experience that provides advice and support to managers, supervisors, and the HRO on recruitment and placement actions for AGR Personnel. Identifies appropriate qualification standard to be applied, validates hire authority, develops position announcements, locates position applicants, develops candidate evaluation criteria, and evaluates candidate eligibility, and refers qualified candidates for selection consideration. Ensures required selection documentation and information contained thereon is correct including military compatibility; ensures all medical and fitness requirements are met in accordance with existing policies and guidelines for AGR members; checks security requirements; initiates select/non-select letters, etc. Manages the monitoring and reporting of the Army Full time National Guard Duty (FTNGD) Program including Active-Duty Operational Support (ADOS), and One-Time Occasional Tours (OTOT). Monitors promotions, reassignments, annual evaluations, tour renewals, orders, and transfers of all assigned AGR personnel. May participate in local board action for Active Continuation Board (ACB) and Career Management Board (CMB). Explains the TRICARE program and how to file claims and locations of servicing Health Benefits Advisors. Schedules retirement counseling of AGR members and coordinates retirement actions with the ARNG/ ANG organization.

SPECIALIZED EXPERIENCE: GS-11: Must have one year of specialized experience and must be equivalent to at least the next lower grade level of GS-09. Must have experience advising management on matters relating to Active Guard/Reserve (AGR) personnel; drafting and providing input to State personnel plans and procedures based on interpretation of regulations and directives from the Departments of the Army and National Guard Bureau (NGB). Plans and executes the AGR recruitment and placement program for the State. Develops recruitment and placement policies. Advises on the placement and promotion boards which involves but not limited to determining what positions are to be filled; providing eligibility requirements; and ensuring candidates are properly qualified for certification to the selecting supervisor. Reviews and process's structure source documents (Table of Distribution and Allowances (TDAs), Modified Table of Organization and Equipment (MTOEs), Unit Manpower Document (UMD), and manpower reports) applicable to AGR positions within the ARNG and/or ANG. Serves as an advisor to commanders and interprets policy and provides procedural guidance to commanders, supervisors, staff members and individual military members. Reviews, evaluates, and interprets regulatory guidance, policies, and procedures applicable to military personnel programs and provides guidance to all users. May have limited leader responsibilities. Distributes and balances workload among HRO ARNG and/or ANG employees.

Do not copy and paste the duties, specialized experience, or occupational assessment questionnaire from this announcement into your resume as that will not be considered a demonstration of your qualifications for this position.

QUALITY OF EXPERIENCE: Qualification factors include education and competencies in the human resources program. Candidate's competencies are evaluated on the basis of duties performed. The applicant's resume package may include military and/ or civilian human resources experiences and experiences in writing military and/ or civilian performance reports; awarded training certificates; and official college transcripts. The resume must clearly demonstrate the individual's possession of the competencies needed to fully perform the Series GS-0201 work, as defined in the applicable position description's specified grade, duties, and responsibilities.

Qualifications are based on your ability to demonstrate in your resume that you possess one year of the specialized experience for this announcement at a comparable scope and responsibility. To ensure all of the essential information is in your resume, we encourage you to use the USAJOBS online Resume Builder (https://www.usajobs.gov/Help/how-to/account/documents/resume/build/). If you choose to use your own resume, it must contain the following information organized by experience/position: (1) job title, (2) name of employer, (3) start and end dates of each period of employment (from MM/DD/YY to MM/DD/YY), (4) detailed description of duties performed, accomplishments, and related skills, and (5) hours worked per week (full-time employment and part-time employment will be prorated in crediting experience). Federal experience/positions must also include the occupational series, grade level, and dates in which you held each grade level.

Determining length of General or Specialized Experience is dependent on the above information. Failure to provide the above information in your resume may result in your application being found "not qualified."

Your resume serves as the basis for experience related qualification determinations, and you must highlight your most relevant and significant work experience and education (if applicable), as it relates to this job opportunity. Please use your own words, be clear, and specific when describing your work history. We cannot make assumptions regarding your experience.

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

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

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. This vacancy announcement will be qualified using Category Rating procedures as defined the Delaware National Guards Merit Placement Plan.

Assessment: Prior to initiating hiring and promoting competitive procedures through USAJOBS for NG T32 Technicians and positions; NG T5 Excepted Service Employees and positions, the JFHQ-State HR specialist must complete a formal job analysis and crediting plan to ensure the position's competencies are correctly assessed.

Numeric Value Groups: The position's multiple numeric groups, defined as at least two groups (see below), are established to assess each candidate against job-related criteria defined by the job analysis and crediting plan. Applicants who meet the basic qualification requirements, established for the position, are placed in a numeric group. The position's job analysis and credit plan's ranking factors are knowledge, skills, abilities, and behaviors that are expected to significantly enhance performance in a position; however, are not essential for satisfactory performance. Applicants who possess such competencies are ranked above those who do not; but no one is rated ineligible solely for failure to possess all defined competencies.

Highly-Qualified: The numeric value rating normally ranges from 90-100 points. This higher numeric value group is applied for those candidates who possess the type and quality of experience that substantially exceeds the minimum qualifications of the position, including all selective placement factors and appropriate numeric ranking factor(s) as determined by the job analysis and crediting plan. To be Highly Qualified, the candidates are considered, by the human resources specialist (staffing), as highly proficient and fully competent to effectively perform all the job requirements; and, can successfully perform in the position almost immediately, or with a minimum amount of training and/ or orientation.

Well-Qualified: The numeric value group normally ranges from 80-89 points. This next lower numeric value group is used for those candidates that meet the minimum qualifications of the position and are proficient in most, but not all, of the requirements of the position. Candidates may require some training and/or orientation in order to satisfactorily perform the duties of the position.

Qualified: The numeric value group normally ranges from 70-79 points. This lowest group is used for those candidates who meet the minimum qualifications of the position and are proficient in some, but not all, of the position's requirements. Candidates will require extensive training and/or orientation in order to satisfactorily perform the position's duties.

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.