Duties

Summary

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information.

The primary purpose of this position serves as a HR Specialist GS-11 in a developmental capacity with promotion potential to target GS-13 working within the Resources Directorate (SAF/AAR) and at the HAF MAJCOM level. Incumbent will work closely with their supervisor in performing the duties identified in the full performance personnel document.
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Responsibilities

• Provides strategic and technical guidance and seasoned consultative management advisory services throughout HAF MAJCOM on the effective use of HRM to support goals and objectives and produce results that accomplish agency and command missions
• Serves as trusted agent and expert advising senior management within the HAF on affirmative employment, staffing, recruitment and placement, compensation and pay, benefits, classification,...
• ...and employee development relating to GS, DCIPS, WG, and other pay schedule positions
• Reviews, analyzes, and synthesizes data from core personnel documents, organization charts, unit manpower documents, DCPDS, Business Objects and reports containing civilian personnel and...
• ...position data to ensure compliance with policies and advises management or takes corrective action as appropriate
• Manages all aspects of civilian personnel support processes

Travel Required

Occasional travel - You may be expected to travel for this position.

Supervisory status
No

Promotion Potential
13

Requirements

Conditions of Employment

• Must complete initial online questionnaire and additional assessment(s)
• U.S. Citizenship is required
• Males must be registered for Selective Service, see www.sss.gov
• This posn is subject to provisions of the DoD Priority Placement Program
• Disclosure of Political Appointments
• All federal employees are required to have direct deposit
• PCS expenses ARE authorized and will be paid IAW JTR and Air Force Regulations
• May occasionally require travel away from the normal duty station on military or commercial aircraft
• Must be able to obtain and maintain a government travel card
• Must be able to obtain and maintain a SECRET SECURITY CLEARANCE

Qualifications

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions.

GS-11:
SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-09, or equivalent in other pay systems. Examples of specialized experience includes having knowledge of HR principles, concepts and practices including a wide range of advanced staffing concepts and practices sufficient to serve as the AF focal point for technical guidance on implementing and administering internal staffing programs. Skill in designing and planning AF policy for a future workforce that is responsive to changes in mission and business practices brought about by downsizing, technological advances and competition in the labor market. Ability to advise MAJCOMS and installation-level personnel on the accepted principles and rules of judgment in analyzing contentious and complex individual staffing, placement and workforce shaping changes. Skill in conducting reviews and analyzing and assessing HR program operations to include identifying deficiencies; measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements. (NOTE: YOUR RESUME MUST SUPPORT THIS STATEMENT IF CHOSEN.)

OR
EDUCATION: Must have successfully completed a Ph.D or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M. in a field which demonstrates the knowledge, skills, and abilities necessary to perform the work of the position. NOTE: You must submit a copy of your transcripts.

OR
COMBINATION OF EXPERIENCE AND EDUCATION: A combination of education and experience may be used to qualify for this position as long as the computed percentage of the requirements is at least 100%. NOTE: You must submit a copy of your transcripts.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible. One year at the GS-09 level is required to meet the time-in-grade requirements for the GS-11 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:

1. Knowledge of basic principles of the classified titled or related field.

2. Skill in communicating factual and procedural information clearly, orally and in writing.

3. Ability to learn basic techniques of the classified title.

4. Ability to analyze problems to identify significant factors, gather pertinent data, and recognize solutions.

5. Ability to plan and organize work, and consult effectively with co-workers.

GS-12:
SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems. Examples of specialized experience includes having knowledge of HR principles, concepts and practices including a wide range of advanced staffing concepts and practices sufficient to serve as the AF focal point for technical guidance on implementing and administering internal staffing programs. Skill in designing and planning AF policy for a future workforce that is responsive to changes in mission and business practices brought about by downsizing, technological advances and competition in the labor market. Ability to advise MAJCOMS and installation-level personnel on the accepted principles and rules of judgment in analyzing contentious and complex individual staffing, placement and workforce shaping changes. Skill in conducting reviews and analyzing and assessing HR program operations to include identifying deficiencies; measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements. Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships. (NOTE: YOUR RESUME MUST SUPPORT THIS STATEMENT IF CHOSEN.)

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible. One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

GS-13:
SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems. Examples of specialized experience includes having mastery of, and skill in applying advanced HR principles, concepts and practices including a wide range of advanced staffing concepts and practices sufficient to serve as the AF focal point for technical guidance on implementing and administering internal staffing programs. Skill in designing and planning AF policy for a future workforce that is responsive to changes in mission and business practices brought about by downsizing, technological advances and competition in the labor market. Ability to identify and propose solutions to workforce shaping problems and issues that are broad, important, severe, and for which previous studies and established techniques are frequently inadequate. Ability to advise MAJCOMS and installation-level personnel on the accepted principles and rules of judgment in analyzing contentious and complex individual staffing, placement and workforce shaping changes. Skill in conducting reviews and analyzing and assessing HR program operations to include identifying deficiencies; measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements. Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships. (NOTE: YOUR RESUME MUST SUPPORT THIS STATEMENT IF CHOSEN.)

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible. One year at the GS-12 level is required to meet the time-in-grade requirements for the GS-13 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

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.

ADDITIONAL INFORMATION FOUND UNDER EDUCATION:
- KNOWLEDGE, SKILLS AND ABILITIES (KSAs) FOR GS-12/13
- VOLUNTEER WORK EXPERIENCE

Education

GS-12/13:
KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:

1. Extensive knowledge of a wide range of federal Human Resources (HR) laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee management relations, employment performance and conduct issues, and other programs.

2. Extensive knowledge of advanced federal human resources management (HRM) principles, concepts, practices, analytical methods, a wide range of qualitative and quantitative techniques, and relationships of various HR disciplines as well as seasoned consultative skill sufficient to resolve complex HRM problems not susceptible to treatment by standard methods

3. Skill in applying analytical and evaluation techniques to the identification, consideration and resolution of issues or problems concerning efficiency and effectiveness of program operations.

4. In-depth knowledge of analytical reasoning processes and ability to identify and project trends and propose alternative solutions to adverse trends.

5. Ability to interpret manpower documents and accurately connect personnel records to manpower and funding data elements.

6. Knowledge of Defense Civilian Personnel Data System (DCPDS) and Defense Civilian Payroll System (DCPS).

7. Skill in applying basic principles, provisions, laws, regulations, practices, and techniques in affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development.

8. Skill in troubleshooting and resolving the most difficult problems associated with providing comprehensive affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development advisory services.

9. Ability to maintain harmonious relations with managers, supervisors, employees, co-workers and others to ensure cooperative resolution of conflicts and to provide effective coordination of activities.

10. Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships.

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.

IF USING EDUCATION TO QUALIFY: If position has a positive degree requirement or education forms the basis for qualifications, you MUST submit transcriptswith the application. Official transcripts are not required at the time of application; however, if position has a positive degree requirement, qualifying based on education alone or in combination with experience, transcripts must be verified prior to appointment. An accrediting institution recognized by the U.S. Department of Education must accredit education. Click here to check accreditation.

FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying.

********************ADDITIONAL INFORMATION FOR ACTIVE DUTY SERVICES MEMBERS********************
ACTIVE DUTY SERVICE MEMBERS: The VOW Act requires federal agencies to treat an eligible active duty service member as a veteran, disabled veteran, and preference eligible (as applicable) when applying for civil service positions before the effective release or discharge date. Appointment of military members before the release or discharge date is permissible if the member is on terminal leave. At the time the active duty member applies for a civil position, he or she must submit a "certification" memo in lieu of a DD-Form 214, Certificate of Release or Discharge from Active Duty . Active duty members applying for a civil service position without submitting a valid certification memo or DD-Form 214 with their application will render the member ineligible for the position. The certification memo must originate from the member's military service branch on official letterhead and contain the following:

• Name/Rank/Grade of Service Member
• Branch of Armed Forces
• Dates of Active Service (Start and End Date(s)
• Expected Date of Discharge/Release from Active Duty
• Terminal leave start date (if applicable)
• Expected character of service/discharge and type of separation (i.e. separation or retirement)
• Must be certified within 120 days of anticipated discharge
• Signature by, or by direction of the adjutant, personnel office, unit commander, or higher headquarters commander.
  Note: The VOW Act provides tentative preference. If appointed, a DD Form-214 must be submitted upon receipt.

Additional information

Interagency Career Transition Assistance Program (ICTAP): For information on how to apply as an ICTAP eligible click here . To be well-qualified and exercise selection priority for this vacancy, displaced Federal employees must be rated well qualified or above for this position. You must submit a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting position, grade level, and duty location.

Employed Annuitants (Reemployed Annuitants): Applicants in receipt of an annuity based on civilian employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants. Click here for more information.

120-Day Register: This announcement may result in a 120-day register that may be used to fill like vacancies for 120 days after the closing date. Applicants may be referred for consideration as vacancies occur.

Military Spouse Preference (MSP) Eligible: MSP applicants, if determined best qualified, must be selected at the full performance level and placed at the full performance level. You must include a completed copy of the Military Spouse PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility for MSP. Click here to obtain a copy of the Military Spouse PPP Self-Certification Checklist.

OPTIONAL DOCUMENTS:
Performance Appraisals for Current Federal Civilian Employees - Most recent performance appraisals (dated within last 3 years) showing the official rating of record signed by a supervisor.
Awards for Current Federal Civilian employees - List any awards received within the last 3 years on the resume.
Note: Applicant must not submit award SF50s-Notification of Personnel Actions (SF50s).

If you have questions regarding this announcement and have hearing or speech difficulties click here .

Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the "Tax Cuts and Jobs Act of 2017" suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. The law made taxable certain reimbursements and other payments, including driving mileage, airfare and lodging expenses, en-route travel to the new duty station, and temporary storage of those items. The Federal Travel Regulation Bulletin (FTR) 18-05 issued by General Services Administration (GSA) has authorized agencies to use the Withholding Tax Allowance (WTA) and Relocation Income Tax Allowance (RITA) to pay for "substantially all" of the increased tax liability resulting from the "2018 Tax Cuts and Jobs Act" for certain eligible individuals. For additional information on WTA/RITA allowances and eligibilities please click here . Subsequently, FTR Bulletin 20-04 issued by GSA, provides further information regarding NDAA FY2020, Public Law 116-92, and the expansion of eligibility beyond "transferred" for WTA/RITA allowances. For additional information, please click here .

How You Will Be Evaluated

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

You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), the responses you provide on the application questionnaire, and the result of the online assessments required for this position. You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics):

- OCCUPATIONAL INTERACTION ASSESSMENT
- OCCUPATIONAL JUDGMENT ASSESSMENT
- OCCUPATIONAL REASONING ASSESSMENT
- OCCUPATIONAL READING

The resume/documents you submit must support your responses to the online questionnaire. If your application contradicts or does not support your questionnaire responses, you will receive a rating of "not qualified" or "insufficient information" and you will not receive further consideration for this job.

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.

BASIS OF RATING: The assessments for this job will also measure

• Knowledge, Skills and Abilities (KSA) as listed under Qualifications

In order to be considered for this position, you must complete all required steps in the process. In addition to the application and application questionnaire, this position requires an online assessment. The online assessment measures critical general competencies required to perform the job.

The assessment includes a cut score based on the minimum level of required proficiency in these critical general competencies. You must meet or exceed the cut score to be considered. You will not be considered for the position if you score below the cut score or fail to complete the assessment.

Overstating your qualifications and/or experience in your application materials or application questionnaire may result in your removal from consideration. Cheating on the online assessment may also result in your removal from consideration.

Background checks and security clearance

Security clearance
Secret

Drug test required
No

Required Documents

The following documents are required and must be provided with your application. Applicants who do not submit required documentation to determine eligibility and qualifications will be eliminated from consideration. Other documents may be required based on the eligibility/eligibilities you are claiming. Click here to view the AF Civilian Employment Eligibility Guide and the required documents you must submit to substantiate the eligibilities you are claiming.

Online Application: Questionnaire

Resume: For qualification determinations your resume must contain hours worked per week (if part-time) and dates of employment (i.e., month/year to month/year or month/year to present). If your resume does not contain this information, your application may be marked as insufficient and you will not receive consideration for this position. If you are a current Federal employee or previous Federal employee, provide your pay plan, series and grade, i.e. GS-0301-09. Current Federal Civilian Employees should list any relevant performance related rating (given within the last three years) and/or incentive awards in your resume. Do NOT include photographs (or links to social media such as LinkedIn ), inappropriate content, nor personal information such as age, gender, religion, social security number, etc., on your resume.

Transcripts/Registration/License: If qualifying based on education/position requires education, you must submit copies of your transcripts and if required for the position, submit an active, current registration/license.

Veterans: If claiming VEOA, VRA or 30% Disabled Veteran - Submit VOW certification memo or copy of the official DD-Form 214, which must include the character of service (i.e., with an honorable or general discharge). This will be annotated in block 24 on member copy 2, 4, or 7 of the DD-Form 214. If claiming 30% Disabled Veteran, you must also submit a VA Letter or a disability determination from a branch of the Armed Forces. NOTE: All veterans claiming 10-point preference must also submit a SF-15 .

Current or Former Federal Civilian Employees (includes current Air Force employees): You must submit a legible copy of a SF-50, Notification of Personnel Action . The SF-50, block 24 must contain "1" or "2" AND block 34 must be a "1". Employees eligible under an OPM approved interchange agreement , block 34 may contain a "1" or "2".

Promotion Consideration: If you wish to be considered as a promotion candidate and your SF-50 has an effective date within the past year, it may not clearly demonstrate you meet the one-year time-in-grade requirements. You will need to provide additional SF-50s which clearly demonstrate you meet the time-in-grade requirements (examples of appropriate SF-50s include Promotions, Within Grade/Range Increases, and SF-50s with an effective date more than one year old).

If you are requesting a reasonable accommodation to the USA Hire Competency Based Assessments, submit documentation to support your request, including the Reasonable Accommodation Request Form found here

Priority Placement Program, DoD Military Spouse Preference (MSP) Eligible: You must include a copy of the Military Spouse PPP Self-Certification Checklist along with the documents identified on the checklist to verify your eligibility for MSP. Click here to obtain a copy of the Military Spouse PPP Self-Certification Checklist.

Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended and Americans with Disabilities Act 1990 as amended, that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a reasonable accommodation in your online application. Requests for Reasonable Accommodations for the USA Hire Competency Based Assessments and appropriate supporting documentation for Reasonable Accommodation must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for Reasonable Accommodations are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments, if you received the link after the close of the announcement. To determine if you need a Reasonable Accommodation, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments here .

If you are relying on your education to meet qualification requirements:

Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education .

Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.