IOWA AIR NATIONAL GUARD - TITLE 5 EXCEPTED SERVICE POSITION Open to current-on-board Title 32 Military Technicians and Title 5 Civilian employees of the Iowa Air and Army National Guard. LOCATION: HRO-JFHQ, JOHNSTON, IOWA

Duties

As a ASST HR OFFICER (TITLE 5), GS-0201-13, you will perform the following duties. 1. The incumbent serves as a full assistant to the Human Resources Officer. Advises the State Adjutant General, staff elements, and operating officials on matters pertaining to manpower and human resources management with continuing responsibility for all aspects of technician management to include both dual and Title 5 personnel. Assists in development and administration of state rules and procedures that are adapted from policies prescribed by the National Guard Bureau, the Office of Personnel Management (OPM), Department of the Army, and Department of the Air Force. Establishes and maintains liaison with OPM, U.S. Department of Labor, Federal Labor Relations Authority, and other human resources offices. Responsible for the human resources management of all employees dispersed throughout a state encompassing a large geographical area, 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, human resource development, military, and related clerical and administrative functions for a large work force. The incumbent has overall responsibility for the full range of human resources management major duties and responsibilities as follows: a. Recruitment and Placement: Establishes state manpower policies and directs their implementation with NGB policies and authorizations. Establishes and ensures 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. b. 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. Coordinates with labor organizations and their representatives when necessary. Directs administration of the incentive awards, troubled employee and other employee relations. c. Classification and Compensation Administration: Directs the administration of a position classification and position management program which 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; publication and implementation of a position management plan; training for supervisors and managers; random position reviews to verify position description (PD) accuracy and classification of the position; preparation and classification of local amendments to PDs, statements of difference for recruiting and local exception position descriptions; and monitoring human resources assignments to ensure military compatibility, etc. Ensures timely implementation of new wage scales or salary schedules and cooperates or participates in wage surveys. d. 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. Plans and administers employee career development programs. e. 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. f. Information Systems: Directs the planning, operations and administration of the Defense Civilian Personnel Data System. g. 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. 2. Assists in mobilization planning as it pertains to the requirements of the Human Resources Office (HRO). Attends Mobilization Planning Conferences/Meetings. Ensure that a HRO mobilization plan is developed, and a team is established for mobilization workload. 3. Performs other duties as assigned. T5015

Requirements

• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• Perform irregular/overtime hours in support of operational requirements and contingencies
• Failure to complete prescribed courses may be cause for reassignment or termination of FTS.
• Work may require access to classified information. Must be able to obtain and maintain the appropriate security clearance.
• The incumbent of this position description must have, at a minimum, a completed National Agency Check (NAC) prior to position assignment.
• 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. This designation will not exceed 14 calendar days per year unless approved by the TAG.

Qualifications

In describing your experience, please be clear and specific. We will not make assumptions regarding your experience. Applicants who do not fully address the minimum/specialized experience needed for the position in their resume will not be referred for consideration. MINIMUM EXPERIENCE: Experiences gained through civilian and/or military 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. Must have at least one year of specialized experiences at the GS-12 level or the equivalent in personnel and manpower core competencies: Organization Structure, Requirement Determination, Program Allocation and Control, and/or Performance Improvement. 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. SPECIALIZED EXPERIENCE: GS 0201 13 - Applicant must have the following experience: Experienced in managing civilian or military payroll budgets, school funding allocations, and travel budgets. Experienced in managing process reengineering, continuous improvement initiatives, and management consulting services. Must be an expert in federal government programs, such as merit principles and prohibited practices. Must have a full-range of competencies in writing, designing, formatting, publishing, and presenting briefings for senior leadership at conferences, workshops, or special committee meetings. Experienced in performing the full spectrum of personnel program requirements to accomplish labor union negotiations and agreements; skilled in completing accession planning and processing; classification and position management; directing civilian or 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 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. Experienced in developing, controlling, programming and allocating manpower resources in support of plans, programs, budgets and execution procedures. Competent in processing organizational change actions to activate, inactivate, redesignate, and/or reorganize structures. Experienced in conducting performance management and productivity programs; assessing and documenting organizational performance; and advising on process improvement, best practices, and optimal performance. Experiences involved using internal controls to manage and maintain sound financial budgets and corporate standards. GS-13 SUPERVISORY QUALIFICATIONS: Experiences that included training and guiding employees on human resources military or civilian programs and assigning applicable tasks. Must have experiences in managing and supervising work functions and discipline requirements. Experienced in conducting employee performance valuations; mentoring employees; managing resources and budgets; and directing assigned work. 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. 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; and, executing training applications and career development that resulted in the employees' increased performance values in quality work, timeliness considerations, and work efficiencies. Must have professional experiences 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. Previous supervisory assignments involved improving the employees' skills and abilities through mentoring, training, and individual career development. Experienced in identifying employees' strengths and weaknesses that resulted in their increased performance values in quality work, accurate decisions, timeliness considerations, and work efficiencies. Must have expert knowledge of merit principles, equal employment, and affirmative action guidelines.

Education

A high school diploma or general education development (GED) diploma is required. An undergraduate degree from an accredited college/university is desired. A graduate degree from an accredited civilian academic college or from an equivalent professional military education school is optimum.

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 IA Human Resources Office AF 7105 NW 70th Ave Johnston, IA 50131-1824 US
• Name: Kristopher Constant
• Phone: 515-252-4677
• Email: [email protected]