This is a permanent Title 5 MT ARNG position that is non-bargaining status open to internal (former MT NG military members, and federal employees) Cat 1-6 applicants. (Also advertised Cat 7: open to public with veterans' preference as job number: MT-12179133-T5-23-487). SELECTING OFFICIAL: BG Wilkins This National Guard position is for a SEXUAL ASSAULT PREVENTION & RESPONSE OFFICER, Position Description Number T0069 and is part of the Dept of Joint Staff, MT National Guard.

Duties

MAJOR DUTIES: 1. Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. Selects or recommends selection of candidates for vacancies, promotions, details, and reassignments in consideration of skills and qualifications, mission requirements, and EEO and diversity objectives. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate workers performance ensuring consistency and equity in rating techniques. Recommends awards when appropriate and approves within-grade increases. Hears and resolves employee complaints and refers serious unresolved complaints to higher level management. Initiates action to correct performance or conduct problems. Effects minor disciplinary measures such as warnings and reprimands and recommends action in more serious disciplinary matters. Prepares documentation to support actions taken. Identifies employee developmental needs and provides or arranges for training (formal and on-the-job) to maintain and improve job performance. Encourages self-development. Recognizes and takes action to correct situations posing a threat to the health or safety of subordinates. Applies EEO principles and requirements to all personnel management actions and decisions, and ensures all personnel are treated in a manner free of discrimination. Serves as State Sexual Assault Prevention and Response Officer (State SAPR) to comply with Department of Defense (DOD) and National Guard Bureau (NGB) requirements to develop, manage, and assess climate and culture, prevention and response programs and activities for sexual assault and other areas of interpersonal violence and victim needs across the state, as directed by The Adjutants General (TAG). TAG's consultant and coordinator for sexual assault response and secondary prevention activities across the state involving the institutionalization of a culture of respect and the Army and Air Force core values. 2. Completes training and obtains system access for funds management and execution IAW applicable fiscal and budgetary guidance. Reviews Brigade and Wing SARCs spend plans, programs, guidelines, and validates budget utilization to address sexual assault prevention and response across the state. Provides budget execution and spend plans to NGB J1-SAPR. Assesses the states' need for the establishment and/or modification of processes, procedures, contacts, and training necessary to implement the Brigade and Wing programs and achieve DOD and NGB objectives. Assessments include consideration of complicating factors at the Brigade and Wing to confirm efficacy of processes, procedures, and training. Validates Brigade and Wing SARCs to include Alt SARCs are compliant and meeting deadlines with all training requirements to include, but not limited to, annual training, commanders/leaders/supervisors, first responders training, pre/post deployment training, etc. Coordinates or conducts as required or requested State Assistance and Assessment Visits (SAAVs) with NGB SAPR. Supports Wing SARCs during By-Law and Unit Effectiveness Inspections as required or requested. 3. TAG's principal advisor responsible for understanding, implementing, and communicating DOD and NGB policies and guidance. Reviews Sexual Assault policies and programs to identify barriers, if any, and advises TAG relative to their impact on National Guard policy to overcome high-risk areas and potential offender behaviors. Recommends program and policy changes or new actions to NGBSAPR, TAG, Chief of Staff, and Human Resources Officer as applicable. Provides guidance and advice to TAG, Commanders, Supervisors, officers, and senior enlisted managers regarding statutory and regulatory requirements. 4. Accompanies TAG to any meetings, forums, briefs, etc., on SAPR related topics, ensuring TAG is equipped with the most current program information using the health of the force data slides and other vetted resources. Ensures SAPR representation at Commander Ready and Resilient Council (CR2C), Community Action Team, Sexual Assault Response Team or other equivalent council as requested/applicable. Consolidates and communicates data and trends to leadership and relevant stakeholders. Serves as the state representative to the Regional SAPR Advisory Committee (SAPRAC) to include attendance at related training courses, conferences, and meetings. Validates that a network of both military and civilian providers is established to sustain availability of a desirable standard of care and offers assistance with completion of Memorandums of Understanding to formalize these partnerships as appropriate and applicable. Performs other duties as assigned.

Requirements

• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• 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.
• Must be able to obtain required certifications, as applicable.
• This position is designated as Essential Personnel and may be subject to duty in preparation for or in response to, a state emergency or disaster declaration.
• The work may require the incumbent to drive a motor vehicle; if so, and an appropriate valid driver’s license is mandatory.
• The SAPR Professional is required to obtain within 60 days of appointment to a Position of Trust and Moderate Risk the below investigation:
• The employee must have a favorable completion and award of a Tier 3 background investigation as directed by DoD and NGB to conduct duties and responsibilities as a SAPR Professional.
• Within 90 days of appointment as a National Guard SAPR Professional, even if currently D-SAACP certified, the newly appointed employee will be required to complete the NGB Joint Course.
• Within 120 days of appointment, unless previously D-SAACP certified, the newly appointed SAPR Professional will be required submit the DD Form 2950, must be submitted by the next D-SAACP review board
• Required to obtain and maintain D-SAACP certification and maintain certification through meeting annual continuing education training requirements
• External applicants must be able to start within 6 months of selection.

Qualifications

Education REQUIREMENT: Degree: Successful completion of a full four-year course of study in an accredited college or university that resulted in a bachelor's or higher degree that included a major field of behavioral study or social science study or a related study discipline. Educational claims must have transcripts submitted with resume. GENERAL EXPERIENCE: -All on-board NG Title 5 Excepted Service employees assigned to Title 5 Excepted Service SAPR Program, must be certified at the next higher grade-level before considered as eligible for merit promotions to Series GS-0101 SAPR Program positions; and, must have a minimum of one year on-the-job experience in the grade immediately below the next higher level. -However, New hires to include on-board Title 32 or a Title 5 Competitive or excepted Service employee who is employed in a different series' position must have at least two years on-the-job experiences that are commensurate or equivalent to SAPR Program business, with demonstrated understanding of the principles and concepts defined by a practical knowledge of family programs, military community services, victim advocacy and/or associated functional areas. SPECIALIZED EXPERIENCE: To qualify for the GS-0101-13 SAPR, the applicant must have at least 36 months of military and/or civilian specialized working experiences, education, and training that resulted in competent and expert knowledge levels of the SAPR program's principles and practices. Must have specialized experiences working with the Department of Defense (DOD) requirements, developing and managing prevention and support programs and activities for sexual assault; and other areas of interpersonal violence and victim needs. Skilled in performing consultant and coordinator duties that involved sexual assault prevention activities and training. Experienced in developing, planning, and publishing action plans, programs, guidelines, and budgets geared to the installation population and organization to address sexual assault prevention and response. Skilled in monitoring and reporting all SAPR incidents into the Department of Defense Sexual Assault Incident Database (DSAID). Knowledgeable of military organizations, mission impacts, military life-styles, civilian resources, and traumatic situations that may contribute to individual and interpersonal stress, working environment problems, or crisis. Experienced in managing or responding to crisis intervention for sexual assaults. Capable of professionally expressing oneself orally and in-writing. Specialized working experiences included interacting with diversified groups, individuals, and organizations. Experience in managing the function of the work to be performed. Experience which includes leading, directing and assigning work of personnel. OR Education substitute for Specialized Experience: Must have completed three years of progressively higher level graduate education leading to a PH.D. Degree or equivalent doctoral degree. In situations where the applicant's college transcripts did not indicate specific course requirements, the number of semester hours required to constitute a major field of study is the amount specified by the college or university attended. If the specific course requirements are not clarified, apply 24 hours of behavioral study, social science study, or a related study discipline as equivalent to a major field of study. The nature and quality of this required course work may serve as a prerequisite for more advanced studies in the field or subject-matter area. Related course work generally refers to courses that are accepted as part of the program major. OR Combining Education and Experience: An appropriate combination of education and experience generally requires that an applicant possess a core of educational credit in behavioral study, social science study, or a related study discipline; plus, additional education and/or experience. You must provide transcripts or other documentation to support your claims

Education

You must provide transcripts or other documentation to support your Educational claims. To receive credit for Education, you must provide documentation of proof that you meet the Education requirements for this position.

Contacts

• Address MT J1 1956 Mt Majo Street Fort Harrison, MT 59636-4789 US
• Name: Michael Herrin
• Phone: 406-324-3119
• Email: [email protected]