A. Supervisory duties comprise 60% of incumbent's time and include but are not limited to:

• Provides immediate supervisory technical oversight for up to 14 subordinate full-time SARCs and SAPR Victim Advocates VAs 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 DoD Sexual Assault Advocate Certification Program 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.
• Conducts annual performance reviews and serves as the rating official for SARCs and SAPR VAs. The workforce consists of General Schedule GS/Non-Appropriated Fund 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.
• Addresses potential disciplinary and/or performance issues timely and takes appropriate, corrective actions 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.
• Supports CNIC's Equal Employment Opportunity EEO policy; fosters a work environment free of discrimination, harassment, and/or reprisal; and ensures equitable treatment of all staff.

• Manage the SAPR Program for and support the installation commander by advising on all response related matters and implementation of response strategy.
• Implements the SAPR program in the assigned AOR and conducts ongoing assessment of its consistency and effectiveness. Identifies program needs, challenges and presents recommendations and assistance to influence policy compliance issues. Stays abreast of Department of Defense DoD, Department of the Navy DON, and CNIC policies and interprets/articulates their meaning, priorities and intent.
• Prepares and presents at meetings, working groups, high-level executive briefs for Navy leadership and visiting dignitaries as directed by supervisor.
• Monitor quality of information in Defense Sexual Assault Incident Database 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.
• Maintain liaison with commanders, DoD law enforcement, and MCIOs, and civilian authorities, as appropriate, for the purpose of facilitating the following protocols and procedures.
• Ensures collaboration among stakeholders supports and promotes prevention and response activities related to sexual harassment, sexist attitudes, and beliefs contributing to the continuum of harm.
• Collaborate with other agencies and activities to improve SAPR responses to and support of victims of sexual assault and to build strategic relationships and achieve common goals.
• Serve as the co-chair of the monthly case management group 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.

Conditions of employment

• This is a non-critical sensitive position requiring access to IT II system and/or PII. Position requires incumbent to obtain/maintain eligibility for a Secret security clearance.
• Must successfully pass the E-Verify employment verification check. Any discrepancies must be resolved as a condition of employment.
• Must successfully complete a criminal history background check with no adverse information or feedback received. Child Care National Agency Check Inquiry (CNACI) background check is required.
• Starting May 7, 2025, non-affiliated individuals requesting access will need a REAL ID-compliant driver's license or another acceptable form of identification to access CNRMA Installations. (review required documents section for more information.)
• 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.
• 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.
• This position requires routine on-site access to government facilities. The incumbent may perform the tasks at an off-site location for ad hoc and situational telework only.

Qualifications

Resumes must include information which demonstrates experience and knowledge, skills, and ability (KSAs) as they relate to this position. Applicants are encouraged to be clear and specific when describing their experience level and KSAs.

A qualified candidate possess the following:

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 the dynamics of sexual assault and local community resources for sexual assault victims.

Comprehensive and thorough knowledge of the 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 is preferred.

Expert knowledge of DoD, DON, and CNIC SAPR policies and ability accurately to interpret/articulate their meaning, priorities and intent.

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 CNIC's EEO policy and procedures.

Skill in the use of Microsoft Office Suite, DSAID and Fleet and Family Support Management Information System (FFSMIS).

Skill in employing various methods and techniques typical of a sexual harassment 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.

Ability and skillset to provide effective leadership training and briefings to commands, victim advocates, and first responders.

Ability to independently plan, develop, prioritize and manage continuing projects, operations and programs.

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 tactical-level leadership and installation 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 compose written reports and material clearly, concisely, and effectively.

Ability to develop trusting helping relationships and to work effectively with individuals and families from diverse racial, ethnic, religious, and socioeconomic backgrounds.

Strong analytical ability to intervene in crisis situations, using sound professional judgment, ethical practice, and common sense.

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.

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.