Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. GS-12 The primary purpose of this position is: This is a developmental position with known promotion potential to the target position: Human Resources Specialist, GS-0201-13, SCPD # 9GB88. CONT UNDER DUTIES

Duties

SUMMARY CONT: GS-13 The primary purpose of this position is: To serve as a Human Resources Specialist at a major command (MAJCOM) providing expert management advisory service in a wide range of human resources management (HRM) areas. DUTIES: GS-12 In a developmental capacity, provides strategic and technical guidance as well as seasoned consultative management advisory services throughout an entire MAJCOM on the effective use of HRM to support goals and objectives and produce results that accomplish agency and command missions. In a developmental capacity, conducts, leads, and/or participates in studies to improve HRM programs and/or influence policy changes for the MAJCOM that typically involve long-range, highly complex, and often politically sensitive topics. In a developmental capacity, performs program evaluation of a full range of HR programs at command and wing/installation level and develops and executes improvement/enhancement plans. Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with command leadership, supervisors, customers, and co-workers and conducts or leads conferences as representative of the command. GS-13 Provides strategic and technical guidance as well as seasoned consultative management advisory services throughout an entire MAJCOM on the effective use of HRM to support goals and objectives and produce results that accomplish agency and command missions. Conducts, leads, and/or participates in studies to improve HRM programs and/or influence policy changes for the MAJCOM that typically involve long-range, highly complex, and often politically sensitive topics. Performs program evaluation of a full range of HR programs at command and wing/installation level and develops and executes improvement/enhancement plans. Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with command leadership, supervisors, customers, and co-workers and conducts or leads conferences as representative of the command.

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
• If authorized, PCS will be paid IAW JTR and AF Regulations. If receiving an authorized PCS, you may be subject to completing/signing a CONUS agreement. More information on PCS requirements, may be found at: https://afciviliancareers.com/regulatory/
• This position is subject to provisions of the DoD Priority Placement Program
• Disclosure of Political Appointments
• All federal employees are required to have direct deposit.
• May be required to travel by military and/or civilian aircraft in the performance of official duties.
• Must be able to obtain and maintain a Secret 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- 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 knowledge of Federal HR recruitment, placement and affirmative employment concepts, principles, employee relations laws Executive Orders philosophy, concepts, principles, methods, practices, programs, and techniques sufficient to accomplish a wide range of complex, interrelated activities; and troubleshoot very difficult problems referred by less experienced staffing specialists. Knowledge of performance management concepts, principles, methods, and laws to serve as the performance management program manager for AMC. Incumbent reviews AF requirements, provides training for managers and employees concerning changes to the performance management plan and the impact of changes with the HR system, such as pay banding, etc. Knowledge of human resources management sufficient to evaluate and make recommendations concerning overall plans and proposals for complex command projects and to develop, interpret and analyze data extracts and reports from automated HR databases and/or the most efficient and effective automated approaches for management. GS- 13 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 mastery 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 to serve as an HR specialist at a MAJCOM, providing staff-level advice to operating HR offices across the command in the development of solutions to especially complex problems of program improvements. Mastery of advanced federal 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. Extensive knowledge of organizational structures and functions across the MAJCOM to identify, consider, and present options for the resolution of substantive organizational and program issues involving HRM, resources management, civilian deployment, and other special programs that brings program policies and operations in line with higher level vision, goals and objectives. Extensive knowledge of military missions and organizational structures, objectives, operating programs, key positions, and administrative/protocol policies and procedures. 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. 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. 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-12 1. Knowledge of the full range of Federal HR affirmative employment, recruitment, and placement principles, concepts, policies, and analytical techniques. 2. Knowledge of other HR processes sufficient to relate recruitment and placement issues to them. 3. Skill in applying basic principles, provisions, laws, regulations, practices, and techniques of staffing and recruitment. 4. Skill in troubleshooting and resolving the most difficult problems associated with providing comprehensive recruitment and placement advisory services. 5. Ability to gather and analyze facts, draw conclusions from information, and communicate information clearly, orally and in writing. GS-13 1. 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. 2. 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. Knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative/protocol policies and procedures. 4. Knowledge of organizational structures and functions across a major military command or comparable organization to identify, consider, and present options for the resolution of substantive organizational and program issues involving HRM and areas such as resources management, civilian deployment, and other special programs that brings program policies and operations in line with higher level vision, goals and objectives. 5. 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. 6. Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships. 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 Scott AFB 375 FSS Scott AFB, IL 62225 US
• Name: Total Force Service Center
• Phone: 1-800-525-0102
• Email: [email protected]