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Regional Sexual Assault Prevention and Response Program Manager

Department of the Navy
Commander, Navy Installations Command
Commander, Navy Region Japan N91

Summary

The primary purpose of the position is to serve as the principal point of contact for the region and with Commander Navy Installations Command Headquarters (CNIC HQ) SAPR regarding all aspects of the SAPR Program and sexual harassment victim advocacy. The SAPR Program Manager (PM) will be the designated staff member at the region, responsible for coordinating and overseeing installation implementation and execution of the SAPR Program.

Overview

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Accepting applications
Posted today · Apply by 08/11/26
Due by 11:59 p.m. ET on August 11, 2026
Location
1 vacancy in the following location:
Work site options
Telework eligible
No
Remote job
No
Relocation expenses reimbursed
Yes—You may qualify for reimbursement of relocation expenses in accordance with agency policy.
Salary
$107,446 - $118,192 per year

Plus Non-Taxable Post Allowance & Living Quarters Allowance (if eligible)

Pay scale & grade
NF 5
Promotion potential
None
Learn more about pay scale and grade
Pay scale and grade determines the salary of the job.
Work schedule
Full-time
Travel Required
Occasional travel - Occasional travel up to approximately 10% may be required.
Appointment type
Permanent
Occupations and job series
Supervisory status
Yes
Federal service type
This job is in the Competitive Service
Represented by a union
No
Drug test
No
Security clearance
Secret
Position sensitivity and risk
Noncritical-Sensitive (NCS)/Moderate Risk
Jobs require a background check and some require a security clearance. The type depends on the job.
Background check type
Financial disclosure required
No
Some jobs require financial disclosure to identify conflicts of interests.
Announcement number
FFR26-0425
Control number
878191100

This job is open to

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Federal employees - Competitive service

Current federal employees whose agencies follow the U.S. Office of Personnel Management's hiring rules and pay scales.

Federal employees - Excepted service

Current federal employees whose agencies have their own hiring rules, pay scales and evaluation criteria.

Veterans

Veterans of the U.S. Armed Forces or a spouse, widow, widower or parent of a veteran, who may be eligible for derived preference

Military spouses

Military spouses of active duty service members or whose spouse is 100 percent disabled or died on active duty.

Family of overseas employees

Family members of a federal employee or uniformed service member who is or was, working overseas.

Clarification from the agency

Who may apply: Current DoD federal employees, military spouses, and family members of overseas civilian employees. ***ACCESS TO MEDICAL AND DENTAL CARE IN JAPAN IS EXTREMELY LIMITED. Please see Additional Information section below.***

Duties

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Program Management duties:

  • Supports the development and implementation of the SAPR Program and conducts ongoing assessment of consistency and effectiveness of the SAPR Program and sexual assault and sexual harassment victim care system of the installations and tenant commands in their Area of Responsibility (AOR).
  • Applies strategic guidance to organizational sphere of influence.
  • Communicates directly with the Regional Commander to provide regular updates and assist the Commander with meeting SAPR program requirements.
  • Ensures all installation Sexual Assault Response Coordinators (SARC) document the services sexual assault and sexual harassment victims are referred to and/or requested by victims from time of initial response to final disposition of case.
  • Conducts periodic reviews and analyses of program operation, training, and implements back up/contingency plans to ensure service delivery for vacant SARC positions.
  • Assists with preparations for visits from inspecting authorities.
  • Reviews directives from higher authority to determine potential impact on the organization; develops standardized plans, policies, and procedures for the delivery of SAPR programs.
  • Advises operational-level leadership on SAPR-related matters.
  • Establishes internal administrative procedures to secure adequate control in terms of team deadlines, progress reports, and directives.
  • Utilizes data to prioritize and gauge sexual assault response efforts and resource needs.
  • Determines and provides for resources to meet identified program needs, challenges and presents recommendations and assistance to influence policy.
  • Stays abreast of Department of Defense (DoD), Department of the Navy (DON), and CNIC policies and interprets/articulates their meaning, priorities and intent.
  • Ensures victim advocacy services include the capacity to respond by telephone and in person 24 hours a day to victims of sexual assault and sexual harassment.
  • Assists installation with recruitment actions and tracking of all pending personnel actions.
  • Provides technical oversight to the SAPR team and communicates work assignments through varied methods (e.g., regularly scheduled meetings, emails, one-on-one discussions).
  • Assists supervisors in balancing workflow of their SAPR team.
  • Monitors and reports SARCs' progress to assist the supervisor with understanding workload, establishing priorities and ensuring instructions on work tasks are met.
  • Recommends organizational procedures that promote communication and harmonious working relationships among the installation SAPR team to develop individual strengths, ensures team planning and product development, and meets mission requirements.
  • Identifies and advocates for resources, information and decisions for major work issues.
  • Resolves simple and informal issues/complaints while referring other formal complaints to supervisor.
  • Tracks incidents and required monthly reporting through Navy and FFSC approved databases.
  • Fulfills interim SARC role at installations during SARC absence or upon SARC vacancy and reports to the Installation Commanding Officer (ICO) to ensure all program requirements are met.
  • Develops and oversees SAPR Program activities and budgets.
Program Liaison duties:
  • Coordinates with installation Supervisory SARCs, Principal SARCs, and Installation SARCs to ensure that reports and data calls meet deadlines and that sexual assault awareness and prevention training, sexual harassment training, and victim advocacy is implemented according to DoD and Navy policy.
  • Assist CNIC HQ SAPR in the development and implementation of training curricula, marketing materials, and other tools to support the SAPR Program.
  • Coordinates with installation Supervisory SARCs, Principal SARCs, and Installation SARCs to assist in the coordination of arrangements (i.e., Memorandums of Agreement or Understanding (MOA/MOU)) to facilitate the timely exchange of information between installation victim support agencies and other commands/activities on cases involving sexual assault.
  • Collaborates with local community crisis counseling centers, as needed, to augment or enhance the installation SAPR Program.
  • Coordinates the activities of installation Supervisory SARCs, Principal SARCs, and Installation SARCs within the region and has oversight of all aspects of victim response and case management activities provided by SARCs.
  • Liaises with Fleet and Naval Operation Support Centers (NOSCs) to ensure a coordinated response.
  • Coordinates with installation Supervisory SARCs, Principal SARCs, and Installation SARCs to facilitate the development and collaboration of regional and installation SAPR public awareness campaigns to include planning of installation events.
  • Collaborates with other operational-level stakeholders.
  • Liaises with type commanders (TYCOMs) and Regional SAPR Officers to coordinate services.

Requirements

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Conditions of employment

  • Must have or be able to obtain and maintain a Secret Security Clearance.
  • Child Care National Agency Check and Inquiry (CNACI) background check is required.
  • Comply with D-SAACP policy guidelines and complete all training requirements.
  • Must have or be able to obtain and maintain a current state driver's license.
  • Travel will be required to attend mandated DoD and Navy SARP training.
  • Must be a U.S. citizen or national.

Qualifications

  • Degree: four-year degree or higher in behavioral or social science; or related disciplines appropriate to the position. OR
  • Combination of education and experience that provided the applicant with knowledge of one or more of the behavioral or social sciences equivalent to a major in the field. OR
  • Four years of appropriate experience that demonstrated that the applicant has acquired knowledge of one or more of the behavioral or social sciences equivalent to a major in the field.
  • Knowledge of the dynamics of sexual assault and local community resources for sexual assault victims.
  • Comprehensive and thorough knowledge of the military, Department of Defense (DoD), and SAPR Program, along with local, state, federal laws, and military regulations and policies pertaining to sexual assault, victim advocacy, and other acts of interpersonal violence to plans, organize, implement, and carry out the components of an interpersonal violence prevention and response program.
  • Expert knowledge of DoD, DON, and CNIC SAPR policies and ability accurately to interpret/articulate their meaning, priorities and intent.
  • Knowledge of laws, regulations, executive orders, issues, etc. to include the DON organizational structure, management policies, methods, and practices relating to sexual harassment victim advocacy.
  • Thorough knowledge of a wide range of practices and procedures associated with victim advocacy, social services delivery systems and other elements of specialized social service programs, and behavioral or social science principles to direct the activities of the Sexual Assault Prevention and Response Program.
  • Thorough knowledge of laws, regulations, and practices relating to privacy of information.
  • Knowledge of appropriate DoD, Secretary of the Navy, Navy Personnel Command, and other program policies and regulations covering all areas of administrative and operational policies and procedures.
  • Knowledge of a wide range of essential support, advocacy services, liaison services, community resources and care for victims of sexual harassment in accordance with generally accepted procedures and techniques.
  • Knowledge of personnel policy and practices to handle human resources requirements in a government environment (e.g., recruitment, performance management, evaluation).
  • Knowledge of associated laws, regulations, and policies used by the DoD, DoN and other U.S. government agencies to effectively manage individuals and teams in the workplace.
  • Knowledge of techniques to mentor, motivate and coach subordinate employees and skill in leadership practices to develop a headquarters staff into a cohesive team committed to quality programs for customers in the field.
  • Knowledge of Federal and agency regulations; knowledge of the specific organization's program and missions, as well as knowledge of pertinent laws, regulations and policies related to program/operations area to consider their impact on programs. Mastery of concepts in program management and implementation, requirements determination, policy development and supervisory skills.
  • Knowledge of CNIC's EEO policy and procedures.
  • Knowledge and skill in developing and adhering to program management plans.
  • Knowledge of training and education techniques to implement and deliver sexual harassment training.
  • Skill in employing various methods and techniques typical of a sexual assault victim advocate program, including crisis intervention, situational assessment, and analyzing the needs of the victim to provide support and/or assistance to them in the resolution of complex problems.
  • Skill in the use of Microsoft Office Suite, Defense Sexual Assault Incident Database, and Fleet and Family Support Management Information System, sufficient to enter data, prepare reports, and develop information.
  • Skill in providing victim advocacy and working with victims of sexual assault.
  • Ability and skillset to provide effective SAPR trainings and briefings to commands, victim advocates, and first responders.
  • Ability to identify needs, trends, and performance measures to evaluate program effectiveness and provide recommendations for process improvements.
  • Ability to use data management and reporting systems to collect and organize data drawn from databases.
  • Ability to advise program officials, including operational-level leadership and region personnel on the policies, practices, procedures, issues, and concerns associated with sexual assault and other acts of interpersonal violence and prevention, response, and victim advocacy.
  • Ability to establish and maintain effective working relationships with organizations and individuals to identify, establish, modify, and provide victim support assistance.
  • Ability to compose written reports and material clearly, concisely, and effectively.
  • Ability to maintain accurate statistical framework for program data collection and reports.
  • Ability to provide information and one-on-one assistance to victims under difficult circumstances using sensitivity, tact, and caring, as well as understand and have empathy for victims.
  • Ability to develop trusting helping relationships and to work effectively with individuals and families from diverse racial, ethnic, religious, and socioeconomic backgrounds.
  • Ability to intervene in crisis situations, using sound professional judgment, ethical practice, and common sense.
  • Ability to work with military and civilian medical, social service, law enforcement, and legal personnel on behalf of victims.
  • Ability and skill to interpret complex instructions, directives and correspondence and to apply them to specific situations throughout the chain of command.
  • Ability and skill to coordinate projects/issues with other commands and federal agencies.
  • Ability to drive a government or personal vehicle in order to travel to training, coordinate tasks/actions with clients, command and military and civilian agencies within the local area of the installation.
  • Ability to effectively communicate both orally and in writing with all levels of management, staff, and military personnel and their families.
  • Ability to perform the full range of supervisory duties.

Education

  • When education is a basic requirement for the position, or when substituting education for experience, applicants MUST submit a copy of high school transcripts, college transcript, or a list of courses, which includes grades earned, completion dates, and quarter, and/or semester hours earned as part of the application package.
  • Foreign education must include evidence that it is comparable to education received at accredited educational institutions in the United States.
  • Transcripts from foreign colleges must be evaluated for U.S. equivalency in order to be considered. Applicants are responsible to obtain and submit proof of creditability of education as evaluated by a credentialing agency, which is a private U.S. organization.
  • Credential evaluations are not free and applicants are responsible for the cost of the selected service.
  • All substitutions of education for experience will be made in accordance with OPM approved qualification standards.
  • To receive consideration for a non-related degree or eligibility based on a combination of education AND experience, a college transcript is required.
  • All transcripts MUST show students name and the name of the awarding university or educational institution, degree type, awarded/conferred date, and the field of study.
  • *If your degree has not been awarded/conferred, you must provide a copy of your HS Diploma or equivalent along with transcript(s).
  • Only attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education are acceptable to meet positive education requirements or to substitute education for experience.
  • For additional information, please go to the Office of Personnel Management (OPM) and the U.S. Department of Education websites at http://www.opm.gov/qualifications and http://www.ed.gov/admins/finaid/accred/index.html

Additional information

  • Selection may be tentative pending the completion of the satisfactory employment reference checks.
  • Selectee may be required to complete a one (1) year probationary period.
  • Participation in the Direct Deposit/Electronic Fund Transfer is required.
  • Employees (and their family members) who require medical or dental care in Japan may experience severe limitations accessing medical care both on the military installation and the local economy and also could incur costly medical expenses. Access for civilian employees and their families to military medical and dental treatment facilities is on a space-available and reimbursable basis only.
  • Selectees initially recruited from the United States or who are already on a Transportation Agreement will be entitled to transportation and moving costs for themselves and their family members. Household goods may be shipped and a housing allowance is paid to cover monthly housing and utility costs.
  • Compensation includes base pay, a Post Allowance which is a non-taxable (federal) allowance based on the Japanese Yen rate exchange, and a Living Quarters Allowance sufficient to pay for a housing unit within close proximity of the naval base. You may also ship and store your household goods. These and other benefits are available to those personnel hired on an overseas transportation agreement.
  • Return rights for current employees must be negotiated with the losing command. Candidates not associated with DOD/DON are ineligible for return rights.
  • We utilize E-Verify to confirm selectee's eligibility to work in the United States.
  • Salary is dependent on experience and/or education.
  • This announcement may be used to fill additional vacancies within 60 days of issuance of selection certificate.
  • For positions requiring travel more than twice per year, selectee may be required to obtain and maintain in good standing a government-issued Travel Card for official government travel purposes.
  • Executive Order 12564 requires a federal workplace free of illegal drugs. According to the Executive Order, all Federal employees are required to remain drug free throughout their employment. Commander, Navy Installations Command is a Drug-Free Federal Workplace. The use of illegal drugs will not be tolerated, and use of or intoxication by illegal drugs will result in penalties up to and including removal from Federal Service.
  • Non-US Citizen or Non-US Bona Fide Resident Alien (Non-Green Card Holder) applicants who are SOFA sponsored must provide a completed police record check with at least seven (7) years of history from the embassy/consulate of their country of citizenship upon receipt of a formal job offer.
  • A relocation or recruitment incentive may be authorized.

Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.

How you will be evaluated

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

All resumes will be reviewed to determine if they meet the hiring eligibility and qualification requirements listed in this announcement and will be rated based on the information provided in the resume to determine the level of knowledge, skills, and abilities (KSAs) related to the job requirements. Using the qualifications of the position, a predetermined rating criterion of KSAs will be used for each resume. Best qualified applicants will be referred to the hiring manager. The selecting official may choose to conduct interviews

Commander, Navy Installations Command

CNIC offers innovative, exciting, and meaningful work linking military and civilian talents to achieve our mission and safeguard our freedoms. CNIC provides competitive salaries, comprehensive benefits, and extensive professional development and training. The mission of the Fleet and Family Readiness (FFR) Programs is to maximize the physical, emotional, and social development of the fleet, fighter, and family. FFR enables a ready Navy force through its Fleet Readiness, Family Readiness, and Housing Programs. We provide direct and support services to all non-appropriated fund (NAF) employees who work for Morale, Welfare, and Recreation (MWR) throughout the FFR Program worldwide.

Agency contact information

CNRJ NAF Human Resources
Phone
81-468-16-5446
Email
FFR_NAFRecruitment@us.navy.mil
Address
Commander, Navy Region Japan
CNRJ NAF HRO (N941)
PSC 473 Box 12
FPO, AP 96349-0001
US

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https://www.navymwr.org/

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