Clarification from the agency

AREA 1 = Permanent & Indefinite On-Board Title 32 Employees  AREA 2 = Delaware National Guard On-Board Title 5 Employees with Military Membership in the Delaware National Guard  AREA 3 = Current Temporary Title 32 Employees, Traditional Military Members (M-Day & DSG), & AGR Members  AREA 4 = All others eligible for military membership in the Delaware National Guard

GS-1801-12:

1. Serves as a Subject Matter Expert (SME) for all IG programs and exercises significant responsibility as a Wing advisor of The Inspection System, CCIP, Unit Self-Assessment Program (USAP), Complaints Resolution Program (CRP) and FWA Program. Oversees multifaceted IG programs designed to independently assess unit(s) mission readiness, economy, efficiency, and state of discipline for the Wing; and provides timely, credible, and impartial information to program managers, policymakers, and leaders at all levels.? Applies extensive knowledge of the Wing and Geographically Separated Unit (GSU) mission sets to develop policy and objectives that integrate IG programs in accordance with Wing Commander's intent, Joint Force Headquarters (JFHQ), multiple Gaining Major Commands (G-MAJCOMs), National Guard Bureau (NGB), Department of the Air Force (DAF), and Department of Defense (DoD) directives.

Enhances openness and approachability by conducting or participating in official public meetings, newcomers' sessions, commander's calls, boards, committees, councils, staff meetings, unit self-assessment briefings, and other Wing assemblies.? Maintains effective working relationships and stays abreast of industry trends and guidance through participation in NGB/IG conferences, G-MAJCOM(s) Quarterly Inspection Working Groups (QIWG) and Semi-Annual Inspection Council (SAIC) meetings as well as State Joint Force Headquarters IG meetings. Performs IG duties IAW the Council of the Inspectors General on Integrity and Efficiency's (CIGIE) Quality Standards for Inspection and Evaluation.

2. Responsible for planning and executing the various complex programs supporting of the Wing CCIP. Organizes and conducts independent evaluations of high-risk mission areas to identify issues interfering with readiness, economy, efficiency, discipline, effectiveness, compliance, performance, and surety. Utilizes a systematic approach to analyze enterprise-wide inspection data including G-MAJCOM(s) continual evaluations, Higher Headquarter (HHQ) Staff Assistance Visits (SAVs), Air Force Audit Agency (AFAA), Wing Climate surveys, and Defense Readiness Report System (DRRS), etc., to develop a comprehensive Risk Based Sampling Strategy (RBSS) which is designed to identify potential blind spots to aid commanders' decisions to allocate resources.

3. Oversees the management of Wing instruction and develops goals using detailed analysis of the Wing USAP and IG systems of record, to include IGEMS, IGEMS-C and MICT. Ensures the Wing USAP is developed and continually refined to inform the CCIP of the Wing's overall health. Collaborates with personnel at all levels within the Wing to foster an environment of critical self-assessment and corrective action planning. Ensures adequate guidance and training is developed and provided to Commanders, Unit Self-Assessment Program Managers (USAPMs), MICT Administrators, and IGEMS users across the Wing who are executing the self-assessment portion of the CCIP. Supports Commanders at all levels as they build and preserve robust USAPs designed to fulfill their congressional requirements and DAF regulations to inspect those under their command. Oversees the administration of MICT, IGEMS, IGEMS-C across the Wing and safeguards personally identifiable information (PII), controlled unclassified information (CUI), and higher classified data.

4. Serves as an independent IG in overall operation, administration, and management of the CRP, IG Investigations, FWA, and Whistleblower Reprisal program. Assists the Wing IG in the development, review, and implementation of local guidance; supplements to G-MAJCOM(s) policies and procedures to achieve prompt and proper resolution of investigations and inquiries under the IG CRP. Advises the Wing IG and Wing Commander on all activities related to CRP and FWA, especially matters that are unprecedented, controversial, highly visible, or of significant importance to the Commander or public. Acts as the Commander's eyes and ears to be alert for and keep senior leadership informed of the Wing climate and matters that are indicative of systemic, morale, or other problems that may impede efficiency and mission effectiveness. Hears, analyzes, and investigates a variety of IG complaints, grievances, inquiries, and/or suggestions at any time from military members (retired and active), civilians, dependents, or the general public.

5. Coordinates with the Wing Commander and Wing IG to identify and apportion appropriate manpower to administer effective CCIP and CRPs as IG duty is a position of high public trust and personnel selected must be functional experts with a breadth of experience. Serves as a SME on IG force development and roles and responsibilities as outlined in DAF, G-MAJCOM(s) and Career Field Manager's guidance.

***Contact HR for full copy of the Position Description

Conditions of employment

• NATIONAL GUARD MEMBERSHIP IS REQUIRED. If you are not sure you are eligible for military membership, please contact a National Guard recruiter prior to applying for this position.
• This is an excepted service position that requires membership in a compatible military assignment in the employing state's National Guard, required prior to the effective date of placement.
• Selectee will be required to wear the military uniform.
• Acceptance of an excepted service position constitutes concurrence with these requirements as a condition of employment.
• Applicants who are not currently a member of the National Guard must be eligible for immediate membership and employment in the National Guard in the military grade listed in this announcement.
• Males born after 31 December 1959 must be registered for Selective Service.
• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a trial period.
• Participation in direct deposit is mandatory.
• Must have 1-year specialized experience equivalent to at least the next lower grade.
• Must meet the definition of specialized experience by the closing date of the announcement.
• Must attend IGTC-I within 6 months of appointment.

Qualifications

Military Grades: E-7/MSgt - E-8/SMSgt

Compatible Military Assignments: Open to All AFSC's / IG Experience Highly Desirable

SPECIALIZED EXPERIENCE: Must have at least one year of specialized experience equivalent to the GS-11 grade level demonstrating comprehensive knowledge and technical expertise in collecting, analyzing, and interpreting complex data, federal laws, Department of Defense (DoD), Department of the Air Force (DAF), and National Guard Bureau (NGB) regulations. This experience must include serving as a Subject Matter Expert (SME) or advisor to commanders on Inspector General (IG) programs, including the Commander's Inspection Program (CCIP), Unit Self-Assessment Program (USAP), and Complaints Resolution Program (CRP); utilizing advanced diagnostic databases (such as MICT, IGEMS, IGEMS-C, and ACTS) to identify organizational risk, manage waiver processes, and conduct risk-based sampling; and planning, organizing, and executing multi-faceted inspections, readiness exercises, and focus groups. Additionally, the applicant must demonstrate exceptional interpersonal and written communication skills to conduct complex investigations, interview witnesses, resolve Fraud, Waste, and Abuse (FWA) or Whistleblower Reprisal complaints, draft official Reports of Investigation (ROI), and deliver clear, unimpeded oral briefings to senior leadership, base personnel, and external oversight agencies on sensitive matters of public trust.

DEFINITION OF SPECIALIZED EXPERIENCE: **Specialized experience must be closely related to the work to be performed in the job for which you are applying and meet education, and other qualifications listed in the job announcement

**QUALITY OF EXPERIENCE: Length of time is not of itself qualifying. Candidates' experience should be evaluated based on duties performed rather than strictly on the rank of the individual; however, established compatibility criteria/assignments must be followed. The applicant's record of experience and/or training must show possession of the knowledge, skills, and abilities needed to fully perform the duties of the position.

MILITARY REQUIREMENTS: For Dual-Status Technician positions service affiliation under Title 32 USC 709 is required.

OTHER REQUIREMENTS:
For positions requiring the operation of motor vehicles, candidates must have a valid state driver's license for the state in which they live or are principally employed.
For positions requiring a security clearance (Secret or Top Secret) the applicant must possess or be able to obtain a clearance within one year of appointment.

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.