IOWA AIR NATIONAL GUARD - TITLE 5 EXCEPTED SERVICE POSITION Open to employees of the Iowa Air and Army National Guard (Title 5 and Title 32 Military Technicians). LOCATION: JFHQ-Human Resources Office, Johnston, Iowa

Duties

As a SUPV HR SPEC, GS-0201-12, you will perform the following 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. Approves master leave schedule assuring adequate coverage for peak workloads and traditional holiday vacation time. Discharges security responsibilities by ensuring education and compliance with security directives for employees with access to classified or sensitive material. 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. Periodically reviews position descriptions to ensure accuracy, and the most effective utilization of personnel resources. Explains classification determinations to subordinate employees. (35%) 2. In addition to supervision, performs work in one segment of a specialized function, such as classification, labor relations, employee relations, employee benefits, human resource development, equal employment opportunity, information systems, or HR support for military personnel as follows:(65%) Labor Relations: Advises both management and subordinates on matters pertaining to conduct and discipline, the labor management relations program, employee benefits and entitlements and contributions to the accomplishment of special programs. Directs the initiation and administration of disciplinary and non-disciplinary adverse actions. Manages the overall labor relations issues in a state with diverse labor organizations and a high level of labor activity. Compensation: Oversees the establishment of state policies for use of compensation tools (e.g., highest previous rate, EDP/HD), and recruitment and retention tools. Supervises the administration of pay setting and compensation regulations and tools. Reviews requests for recognition from labor organizations and recommends appropriate courses of action. Coordinates with labor organizations and their representatives when necessary. Directs the administration of the incentive awards, troubled employee and other employee relations. 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 recommendation for training needs, allocation of quotas, and scheduling of personnel for training. Plans and administers employee career development programs. Equal Employment Opportunity: Develops and administers the equal employment opportunity programs. Coordinates procedures for monitoring progress of minorities and women, and providing documentation required from records within the office. Employee Relations: Performs administrative, technical or evaluative work concerned with establishing and maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, morale, and discipline. Information Systems: Plans, operates and administers the operation of the Defense Civilian Personnel Data System. Requires knowledge of a variety human resources management functions in coordinating actions for this program. Employee Benefits: Work that involves providing guidance and consultation to employees, former employees, annuitants, survivors, and eligible family members regarding retirement, insurance, health benefits, and injury compensation. T5023

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.
• The incumbent of this position description must have at a minimum, a completed National Agency Check (NAC) prior to position assignment.
• 3. This position is designated as Essential Personnel and may be subject to duty in response to a state emergency or disaster declaration. This designation will not exceed 14 calendar days per year unless approved in advance 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 - 1 year of experience that demonstrates the ability to: Analyze problems to identify significant factors, gather pertinent data, and recognize solutions. Plan and organize work. Communicate effectively orally and in writing. SPECIALIZED EXPERIENCE: GS 0201 12 -GS-12 applicant must have at least 36 months of the following experience: Experience, education, or training involving the administering, delivering, maintaining, advising, and adapting advanced concepts, principles, and theories of Human Resources to the unique organizational, management, and mission requirements. Experience assisting in the development of Human Resources policies and procedures. Experience advising management on Human Resources principles and practices. Experience in managing the function of the work to be performed. Experience which includes leading, directing and assigning work of personnel.

Education

Substitution of Education for Specialized Experience - Successful completion of a full 4-year course of study in any field leading to a bachelor's degree, in an accredited college or university, meets the GS-5 level requirements.

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]