This National Guard position is for a HR OFFICER (TITLE 32), Position Description Number D1021000 and is part of the OR HRO, National Guard.

Duties

As a HR OFFICER (TITLE 32), GS-0201-14, this position is located in the Human Resources Office servicing Army and Air National Guard (ARNG and ANG) positions. The purpose of this position is to plan, direct and administer the human resources programs for all full-time National Guard personnel to include non-dual status (NDS) technicians, ARNG and ANG full-time support personnel in Active Guard Reserve (AGR) status, and ARNG and ANG dual status (DS). 1. The incumbent serves as primary staff advisor to The State Adjutant General, staff elements, and operating official on matters pertaining to manpower and human resources management. Develops and administers state rules and procedures adapted from policies prescribed by the National Guard Bureau (NGB), the Office of Personnel Management (OPM), Department of the Army, and Department of the Air Force. Establishes and maintains liaison with the U.S. Office of Personnel Management area offices, and other human resources office. Responsible for the human resources management of all employee dispersed throughout a state, engaged in a variety of jobs under the Federal Wage and General Schedule pay systems as well as military and state pay schedules. The human resources program includes providing recruitment and placement, position classification and management, labor and employee relations, equal employment opportunity, employee development and training, and related clerical and administrative functions for a workforce. The incumbent of this position has overall responsibility for the full range of human resources management major duties and responsibilities as follows: 2. Recruitment and Placement: Establishes state manpower policies and directs their implementation with NGB policies and authorizations. Establishes and ensure implementation of procedures for the administration of the merit promotion plan to include procedures for recruitment, placement, evaluation, and pay determinations. Directs the implementation and administration of special emphasis staffing programs. 3. Labor/Employee Relations and Employee Benefits: Advises both management and subordinates on matters pertaining to conduct and discipline, the labor relations program, employee benefits and entitlements, and contributes to the accomplishment of special programs. Directs the initiation and administration of disciplinary and non-disciplinary adverse actions. Reviews requests for recognition from labor organizations and recommends appropriate course of action. 4. Classification and Compensation Administration: Directs the administration of a position classification and position management program with authority delegated to classify local exception supervisory and non-supervisory positions. The position classification and management program includes: position reviews; timely forwarding of appeals with appropriate substantiation to the Department of Defense (DoD) Field Advisory Service or the Office of Personnel Management; timely implementation of classification packages. 5. Human Resource Development: Establishes and administers a system for determining and documenting training needs, evaluating training courses, assigning priority to training plans and evaluating training accomplishments. Ensures preparation of budgetary recommendations for training needs, allocation of quotas, and scheduling of personnel for training. 6. Equal Employment Opportunity: Directs the development and administration of equal opportunity programs. Coordinates procedures for monitoring progress of minorities and women, and providing documentation required from records within the office. 7. Information Systems: Directs the planning, operations and administration of the Defense Civilian Personnel Data System. 8. Military: Directs the administering, delivering, maintaining, advising, and adapting of basic concepts, principles and theories of the state AGR program to ARNG/ANG managers, supervisors, and support personnel. 9. Administration: Directs development of administrative regulations and procedures to provide efficient and timely accomplishment of all human resources functions. 10. Responsible for mobilization planning as pertains to the requirements of the Human Resources Office (HRO). Attends mobilization planning conferences/meetings. 11. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO and diversity objectives. 12. Performs other duties as assigned.

Requirements

• National Guard Membership is required.
• Males born after 31 December 1959 must be registered for Selective Service.
• Participation in direct deposit is mandatory.
• U.S. citizenship is required.
• This position is covered by the Domestic Violence Misdemeanor Amendment (30 Sep 96) of the Gun Control Act (Lautenberg Amendment) of 1968. An individual convicted of a qualifying crime of domestic violence may not perform the duties of this position.
• The duties of this job may significantly impact the environment. You are responsible to maintain awareness of your environmental responsibilities as dictated by legal and regulatory requirements, your organization, and its changing mission.
• Must be able to establish effective professional working relationships with coworkers and customers, contributing to a cooperative working environment and successful accomplishment of the mission.
• May occasionally be required to work other than normal duty hours; shift work and/or overtime may be required.
• Federal employment suitability required and determined by a background investigation before appointment to position.
• May be required to successfully complete a probationary period.
• Must have a valid driver's license.
• Must be able to obtain/maintain the necessary security clearance for the position.
• Compatible Military AFSC Assignments: 38FX
• Military Grades: Oregon Air National Guard Officers only
• Military Rank Requirement: Minimum rank-Lt. Colonel O-5(Promotable); Maximum Rank- Colonel / O-6
• The T32 Excepted Service employee is subject to adverse actions; reassignment to a lower-grade, without pay or grade retention, and/or separation, when they fail to obtain the required education, training, or certifications for the position.
• As a basis of continued Title 32 Excepted Service employment/appointment to a GS-0201 position, the employee must complete the HR Program education, training, and certifications for the GS-0201 position as identified on the employee’s IDP.

Qualifications

Areas of Consideration: Area 1 - Current permanent and indefinite T32 technicians of the Oregon ANG. Area 2 - Current permanent and indefinite T5 employees of the Oregon ANG. Area 3 - Current service members in the Oregon ANG. Area 4 - Individuals in the active duty US Air Force, Air Force Reserve, or Air National Guard. Area 5 - US citizens eligible to meet the military requirements for membership in the Oregon ANG. GENERAL and SPECIALIZED EXPERIENCE QUALIFICATION REQUIREMENTS: Experiences gained through military or civilian technical training schools, within the human resources business programs, are included as general experience qualifications. An applicant must have a validated understanding of the basic principles and concepts of the occupational series and grade. Experiences that prepared the applicant to perform the duties of the position. The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills, knowledge, abilities and behaviors) to qualify for a position identified by its position grade and career level. In addition to a high degree of analytical ability, applicants at this expert level must have a full range of competencies in regard to implementing and managing applicable directives, regulations, policies, merit principles and practices related to federal civilian, military, and National Guard technician personnel programs. Experienced in planning for and executing all human resources personnel programs and information systems. Must have at least 36 months specialized experience in personnel and manpower core competencies: Organizational Structures; Requirements Determination; Program Allocation and Control; and, Performance Improvement. Experienced in managing Army and Air National Guard organizational structures; organizational and manpower standards; manpower resources; military grades; manpower data systems; peacetime and wartime manpower requirements and utilization; and, commercial services to include strategic sourcing. Experienced in managing civilian and military payroll budgets, training school funding allocations and travel budgets. Experienced in managing process reengineering, continuous improvement initiatives, and management consulting services. Experienced in operational readiness planning, personnel deployments, and writing readiness status reports. Must be an expert in writing, designing, formatting, publishing, and presenting military and civilian briefings for senior leadership at conferences, workshops, or special committee meetings. Experienced in performing the full spectrum of total force personnel program requirements to accomplish labor union negotiations and agreements; skilled in completing accession planning and processing; classification and position management; directing civilian and military promotions; and, analyzing human resources personnel systems reports. Competent in directing position utilization; writing awards and recognition media; writing evaluations; and conducting performance management. Experienced in managing and directing reenlistments, assignment and reassignment actions; directing education and training policy requirements; and, retraining procedures. Experienced in authorizing and processing retirements; skilled in conducting disciplinary actions; and, directing force development and force shaping programs. Experienced in managing human resources development programs, education, voluntary education, advanced academic education, promotion testing, and test libraries. Competent in managing and directing equal opportunity program and sexual assault prevention and response program. Highly skilled in career counseling, presenting performance evaluations, conducting educational and skill development personnel course programs, and experienced in identifying behavioral concerns, assessing culture and environmental concerns, and successful problem solving techniques and applications. Specialized Experience Qualifications for the GS-0201-14 (Expert) Supervisory Positions. Must meet the designated competencies for the GS-0201-14 - PLUS - have 36 months of career broadening human resources program experience in leading, planning and scheduling work in a manner that promoted smooth flow and even distribution of assigning work requirements. Experienced in managing military or civilian employees on all program tasks, inspections, exercises, deployments, and/or mobilizations. Experienced in effectively and efficiently planning and scheduling work that met or exceeded work requirements and expectations. Must have professional experience and demonstrated abilities to train and mentor employees on the correct procedures and required competencies to address and resolve employee performance and/or behavior issues. Experience included leadership skills for directing, training, and guiding employees on human resources military and/or civilian programs and assigning applicable tasks. Must have experience in managing and supervising work functions and discipline requirements. Experienced in structuring assignments to create viable procedures that resulted in measured and improved task processes. Experienced in creating and implementing improvements in mentoring programs and strategies, executing training applications and career development that resulted in the employees' increased performance values in quality work, timeliness considerations, and work efficiencies. Experienced in conducting multiple employee performance evaluations; mentoring junior officers and enlisted employees; managing resources and budgets; and directing assigned work. Experienced in identifying employees' strengths and weaknesses that resulted in their increased performance values in quality work, accurate decisions, timeliness considerations, and work efficiencies. Previous supervisory assignments involved improving the employees' skills and abilities through mentoring, training, and individual career development. Must have expert knowledge of merit principles, equal employment, and affirmative action guidelines.

Education

Army National Guard and Air National Guard Officers GS-11 through GS-14 Positions:
An undergraduate degree from an accredited college/university is mandatory. A graduate degree from an accredited civilian academic college or from an equivalent professional military education school is optimum. (Transcripts must be submitted for education claimed.)

MANDATORY SERIES GS-0201 PROGRAM COURSE REQUIREMENTS
- To receive a Highly Qualified rating for hire consideration into a GS-0201-13 or GS-0201-14 (Expert) position, a candidate must have successfully completed the National Guard Technician Personnel Management Course; or, the U.S. Army Supervisors course; or, the U.S. Air Force Supervisors course within the past 36 months.
- To receive a Best Qualified rating for hire consideration into a GS-0201-13 or GS-0201-14 (Expert) position, a candidate must have successfully completed the National Guard Fiscal Law course within the past 36 months.
- To receive a Qualified rating for hire consideration into a GS-0201-13 or GS-0201-14 (Expert) position, a candidate must have successfully completed the U.S. Army or U.S. Air Force civilian or military human resources course program within the past 36 months.

REQUIRED FORMAL HUMAN RESOURCES CERTIFICATION PROGRAMS
To rate as a Highly or Best qualified candidate for initial hire, promotion, or management directed reassignment into a GS-0201-13 or GS-0201-14 (Expert) position, a candidate must have successfully completed at least one of the GS-0201 course program requirements, (as cited above) and working towards a certification in one of the following Human Resources Certification Programs:
- Senior Professional in Human Resources;
- Professional in Human Resources; Human Resource Certified Professional or Senior Certified Professional;
- Global Professional in Human Resources; or,
- Another comparable professional certification.

If a DS Technician is hired as a minimally qualified GS-0201-13 or GS-0201-14, the Condition of Continued Employment requires the DS Technician to complete at least one of the human resources certification programs; and, successfully complete at least one of the Human Resources, Series GS-0201, Course Programs, as indicated below, within 12 Months of Initial Hire, Promotion, or Management Directed appointment into the GS-0201 Expert Position:
- The National Guard Technician Personnel Management Course;
- The U.S. Army Supervisors Course /or/ the U.S. Air Force Supervisors Course;
- The National Guard Fiscal Law Course; and,
- The U.S. Army or U.S. Air Force Civilian Human Resources or Military Personnel Course.

Contacts

• Address OR HRO 1776 Militia Way SE Salem, OR 97301 US
• Name: Edward Chitwood
• Phone: (971) 355-3303
• Email: [email protected]