Skip to main content
U.S. flag
Back to results

FFSP Supervisory Sexual Assault Response Coordinator (SARC)

Department of the Navy
Commander, Navy Installations
NRSW Naval Base San Diego N91
This job announcement has closed

Summary

The primary purpose of the position is to serves as the primary focal point for directing and coordinating response activities on Navy installations. The Supervisory SARC has direct and unimpeded access to the Installation commander and all tenant commanders on the installation, to include the immediate commander of both the victim and the accused. The installation commander will have direct contact with the Supervisory SARC, or other installation SARC(s) for the Supervisory SARC.

Overview

Help
Reviewing applications
Open & closing dates
07/14/2025 to 07/28/2025
Salary
$120,381 to - $128,407 per year
Pay scale & grade
NF 5
Location
1 vacancy in the following location:
Naval Base San Diego FFSC
San Diego, CA
Remote job
No
Telework eligible
No
Travel Required
25% or less - Occasional travel up to approximately 25% or more may be required to complete work assignment, conduct or attend meetings, training events, site assist visits, or court hearings. Travel will be required to attend mandated DoD and Navy SAPR training.
Relocation expenses reimbursed
Yes—You may qualify for reimbursement of relocation expenses in accordance with agency policy.
Appointment type
Permanent
Work schedule
Full-time - 35-40 hours per week
Service
Competitive
Promotion potential
None
Job family (Series)
Supervisory status
Yes
Security clearance
Secret
Drug test
No
Position sensitivity and risk
Noncritical-Sensitive (NCS)/Moderate Risk
Trust determination process
Financial disclosure
No
Bargaining unit status
No
Announcement number
25-12764325
Control number
840682600

This job is open to

Help

The public

U.S. Citizens, Nationals or those who owe allegiance to the U.S.

Duties

Help

  • Provides immediate supervisory technical oversight for subordinate full-time SARCs and SAPR VA who have the responsibility of facilitating sexual assault reporting and victim assistance to victims of sexual assault and sexual harassment. Approves leave while ensuring adequate coverage to meet requirements.
  • Establishes program and team goals and administratively and technically directs work to be accomplished by a staff that may include full-time deputy supervisory SARC, SARCs and SAPR VAs; this also includes special duty assignments, collateral duty, and deployable sexual response personnel. Assigns work based on priorities, difficulty and requirements of assignments, and staff capabilities.
  • Monitors and tracks SARCs and SAPR VAs progress toward D-SAACP and works with local human resources offices to ensure personnel attain and maintain their certification levels within the required timeframe. Ensures compliance with all D-SAACP credentialing, core competencies, and ethical requirements, and works with local human resource office to take progressive disciplinary action to ensure accountability, as appropriate.
  • Ensures staff receives proper training to fulfill requirements of their positions, identifies employee development needs, establishes individual development plans, and provides or arranges for necessary on-the-job and/or formal training, including initial and refresher training to meet the requirements for D-SAACP credentialing to comply with security, privacy, and confidentiality directives.
  • Provides advice, counsel, and instruction to employees on work and administrative policies, procedures and directives (including personnel policies and procedures), technical direction and guidance, and provides assessment of compliance with applicable DoD and DON instructions and policies.
  • Conducts annual performance reviews and serves as the rating official for SARCs and SAPR VAs. The workforce consists of GS/NAF personnel. Ensures consistency and equity in rating techniques by establishing performance standards and expectations, coaching, and providing instruction and guidance to individual employees on work and administrative matters. Recognizes and awards performance and/or conduct that meets or exceeds standards.
  • Explains performance expectations to subordinates and provides regular feedback, guidance, and direction on strengths and weaknesses. Encourages professional development to improve knowledge, skills, abilities, and core competencies.
  • Addresses potential disciplinary and/or performance issues timely and takes appropriate, corrective action(s) as necessary. Initiates disciplinary action and ensures personnel receive training, counseling, or appropriate corrective action when performance and/or conduct does not meet standards; ensures personnel and are held accountable for failure to meet performance and/or conduct standards.
  • Manage the SAPR Program for and support the installation commander by advising on all response related matters and implementation of response strategy.
  • Serve as the single source for SAPR Program advice and guidance to Installation leadership (including tenant commands).
  • Collects and analyzes data in order to adapt, implement, and evaluate sexual assault response activities in compliance with policies and guidance.
  • Monitor quality of information in DSAID to ensure sexual data is handled in accordance with established guidelines.
  • Exercises oversight responsibility for UVAs when they are providing victim advocacy services to victims of sexual assault and sexual harassment.
  • Ensures SAPR victim advocacy program is appropriately staffed and capable of responding by telephone and in-person 24 hours a day.
  • Performs victim advocacy duties, as needed.
  • Maintains oversight of all aspects of victim advocacy services provided by SARCs and SAPR VAs and tracks, at a minimum, what subordinate units require SAPR VAs, a roster of those SAPR VAs and, status of their training, and rotation dates.
  • Ensures sexual harassment victims' safety concerns are assessed and identified safety issues are reported in accordance with policy.
  • Maintain liaison with commanders, DoD law enforcement, and MCIOs, and civilian authorities, as appropriate, for the purpose of facilitating the following protocols and procedures.
  • Provides oversight for installation-specific arrangements such as MOA or MOU.
  • Serve as the co-chair of the monthly CMG meetings, Quarterly CMGs, and oversee the High-Risk Response Teams, to ensure the victim's safety and the safety of retaliation reporters, facilitate sexual assault victim services and Retaliation reporters' referrals, and to direct effective response system coordination and ensure appropriate accountability.
  • Plans for and executes expenditures in accordance with NAF purchasing processes. May be required to serve as a NAF purchase cardholder or approving official.

Requirements

Help

Conditions of employment

  • Must be able to obtain and maintain a Secret Security Clearance.
  • Must pass all applicable records and background check.
  • Must successfully pass the E-Verify employment verification check. Any discrepancies must be resolved as a condition of employment.
  • Must comply with D-SAACP policy guidelines and complete initial and ongoing certification training requirements.
  • Incumbent must have or be able to obtain and maintain a current state driver’s license.

Qualifications

To be qualified for this position, candidates must the qualification identified below. Candidates qualifying for the position must provide sufficient information to demonstrate how these requirements are met.

Degree: 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. Appropriate experience is defined as:

In addition to the basic requirements outlined: At least five years' experience in victim assistance or advocacy within either military or civilian sector.

Note, if basic qualification is met with experience, this may also be used to credit specialized experience requirement (e.g. four years of appropriate experience in victim assistance or advocacy, also counts towards four of the five years' specialized experience requirement).

Education

Degree: 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. Appropriate experience is defined as:

Additional information

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 Region Mid-Atlantic 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.

REQUIREMENT TO OBTAIN AND MAINTAIN CREDENTIALS AT INCUMBENT EXPENSE: Must be able to obtain within six months of hire or already have, at minimum, the Basic Advocate Credential with the designation as a Comprehensive Intervention Specialist, as approved by the National Advocate Credentialing Program (NACP)/National Organization for Victim Assistance (NOVA). Both the Basic Advocate Credential and the Comprehensive Intervention Specialist designation must be maintained throughout employment in this position. Failure to obtain/maintain both the credential and designation is cause for termination.

The Basic Advocate Credential, with the designation of a Comprehensive Intervention Specialist, must be renewed every two years after initial credentialing. A continuing education process is required to maintain credentialing and is at the discretion of the employee. 32 hours of continuing education documentation must be received by NACP/NOVA to recertify. Included in the 32-hour requirement is a minimum of two hours of ethics training, ten hours of child advocacy training and not more than 12 hours service specific training. Trainings must be completed after the credentialing application/renewal submission month and before the end of deadline month.

Subject to funds availability, it may be feasible to reimburse employees for tuition and training course expenses associated with acquiring certifications or licenses. However, the responsibility of maintaining credentialing, as necessary to perform job duties, is the responsibility of the employee. This includes bearing the cost of recertification and obtaining the required education. To ensure employees maintain professional currency, meet continuous learning requirements, and develop requisite skills, employees are encouraged to leverage applicable DOD and federal agency learning events and training opportunities whenever possible.

In accordance with the Real ID Act of 2005, if a candidate or new hire requires access to a military installation and does not have a REAL ID, identity will need to be established. Identity is established by presenting either one (1) Acceptable Credential or by presenting an acceptable combination of Source Identify Documents. Acceptable Credentials are listed in List A and Acceptable Source Identity Documents are listed in Lists B and C in the link below (page 3). If using an Acceptable Credential, only one (1) from List A is required and if using Acceptable Source Identity Documents, one (1) from List B and one (1) from List C is required. https://www.oni.navy.mil/Portals/12/Vistors/Base%20Access%20Form.pdf?ver=2017-08-28-065204-693

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.

Your session is about to expire!

Your USAJOBS session will expire due to inactivity in 8 minutes. Any unsaved data will be lost if you allow the session to expire. Click the button below to continue your session.