Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position as a GS-09: To serve as a Human Resources Specialist (Performance Management) in a developmental capacity. As a GS-11: A developmental position with known promotion potential to the target position of Human Resources Specialist (Performance Management), GS-0201-12. *GS-12 primary purpose continued under Duties*

Duties

*Primary Purpose Continued* As a GS-12: To administer the Air Force's Personnel Center's Performance Management System, Civilian Awards and Recognition Program, and workforce flexibility programs such as, telework, alternate work schedules, and the civilian physical fitness program. Conducts internal policy reviews to evaluate the effectiveness of current policies and practices and develops proposals for improvements. DUTIES GS-09 Performs developmental assignments. Performs recurring assignments. Carries out special projects and participates in special initiatives and studies. Prepares written correspondence and other documentation. GS-11/12 Plans, organizes, and provides assistance to managers at a Field Operating Agency in regards to the activities of the Civilian Performance Management Program, Incentive Awards, Honorary Recognition Programs, and other employee relations programs. Provides strategic and technical guidance as well as consultative management advisory services at a Field Operating Agency on the effective use of HRM to support goals and objectives and produce results that accomplish AFPC missions. Conducts, leads, and/or participates in studies to improve HRM programs and/or influence policy changes for the FOA. Performs program evaluation of a full range of HR programs at AFPC and develops and executes improvement/enhancement plans. 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: GS-09: Knowledge of the principles, concepts, and theories of Human Resources, and the standard practices, methods, and techniques of the occupation sufficient to perform difficult, but well-precedented assignments. Knowledge of analysis, evaluation, fact-finding, and investigative techniques in order to gather data, identify significant factors, and recommend a solution from a number of possible alternatives. Knowledge of the occupation to perform studies and prepare reports, documentation, and correspondence to communicate factual and procedural information clearly. Skill in applying the principles, concepts, and practices of the occupation sufficient to perform moderately difficult assignments. Ability to communicate clearly, concisely, and with technical accuracy, both orally and in writing, as well as work in a professional manner with peers and management. Ability to learn and apply analytical investigative techniques to accomplish work in the subject-matter field. GS-11/12: Knowledge of the concepts, principles, laws, and regulations governing federal civilian performance management to include 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 and labor-management relations, employment performance and conduct issues, and other programs. Knowledge of 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 consultative skill sufficient to resolve HRM problems. Knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative/protocol policies and procedures. Knowledge of automated data processing functions, techniques, and capabilities sufficient enough to develop and utilize appropriate data collection techniques. 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.

Requirements

• 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
• Travel and relocation expenses will NOT be paid.
• This position is subject to provisions of the DoD Priority Placement Program
• Disclosure of Political Appointments
• May be required to travel by military and/or civilian aircraft in the performance of official duties.

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, 201 Series. GS-09 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-07, or equivalent in other pay systems. Examples of specialized experience includes using a working knowledge of the principles, concepts, and theories of Human Resources (HR), and the standard practices, methods, and techniques of the occupation sufficient to perform difficult, but well-precedented assignments. Applying knowledge of analysis, evaluation, fact-finding, and investigative techniques to gather data, identify significant factors, and recommend a solution from a number of possible alternatives. Providing a working knowledge of the occupation to perform studies and prepare reports, documentation, and correspondence to communicate factual and procedural information clearly. Applying the principles, concepts, and practices of the occupation sufficient to perform moderately difficult assignments. Communicating clearly, concisely, and with technical accuracy, orally and in writing, as well as working in a professional manner with peers and management. Learning and applying analytical investigative techniques to accomplish work in the subject-matter field. OR EDUCATION: Master's or equivalent graduate degree or 2 Full years of progressively higher-level graduate education leading to such a degree or LL.B. or J.D., if related. Note: You MUST submit a copy of official transcripts. OR COMBINATION OF EXPERIENCE AND EDUCATION: Applicants must have one year of progressively higher-level graduate education but have not obtained a master's or equivalent graduate degree. Therefore, a combination of experience and education. Note: You MUST submit a copy of official 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-07 level is required to meet the time-in-grade requirements for the GS-09 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-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 providing knowledge of the concepts, principles, laws, and regulations governing federal civilian performance management to include knowledge of a wide range of federal HR laws, executive orders, regulations, policies, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, employment performance and conduct issues, and other programs. Applying a working knowledge of federal human resources management (HRM) principles, concepts, practices, a wide range of qualitative and quantitative techniques, and relationships of various HR disciplines. Using knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative/protocol policies and procedures. Using automated data processing functions, techniques, and capabilities sufficient to develop and utilize appropriate data collection techniques. 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. Communicating orally and in writing and establishing and maintaining effective and positive working relationships. OR EDUCATION: Ph.D. or equivalent doctoral degree or 3 full years of progressively higher-level graduate education leading to such a degree or LL.M., if related. Note: You MUST submit a copy of official 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 official 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. 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 providing knowledge of the concepts, principles, laws, and regulations governing federal civilian performance management to include knowledge of a wide range of federal HR laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, employment performance and conduct issues, and other programs. Applying a working knowledge of federal HRM principles, concepts, practices, analytical methods, a wide range of qualitative and quantitative techniques, and relationships of various HR disciplines as well as consultative skill sufficient to resolve HRM problems. Using knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative/protocol policies and procedures. Using automated data processing functions, techniques, and capabilities sufficient to develop and utilize appropriate data collection techniques. 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. Communicating orally and in writing and establishing and maintaining effective and positive working relationships. 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. 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. 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.

Education

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 (honorable or general) 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

Contacts

• Address Air Force Personnel Center 550 C Street W JBSA Randolph AFB, TX 78150 US
• Name: Total Force Service Center
• Phone: 1-800-525-0102
• Email: [email protected]