IOWA ARMY NATIONAL GUARD - TITLE 5 EXCEPTED SERVICE POSITION Open to employees of the Iowa Air and Army National Guard (Title 32 Military Technicians , Title 5 Civilians, Drill Status, M-Day). LOCATION: JFHQ-HRO, Johnston, Iowa

Duties

As a HR SPEC (CLASS/R&P) (TITLE 5), GS-0201-9/11, you will perform the following duties. 1. Incumbent performs a combination of functions and serves as an advisor to management and employees by providing comprehensive human resources (HR) services on classification, position management strategies, recruitment, internal placement, and pay flexibilities associated with the activities services by the HRO. Work involves duties such as position and organization structuring, establishing competitive levels for reduction and force purposes, merit placement, etc. 2. Classification: Designs and accomplishes organizational position management surveys. Advises on supervisory ratios, appropriate use of assistant and lead positions, position and manpower design concepts, fragmented organizational structures, grade controlling factors, etc. Conducts continuing review of position classification and workforce management programs. Develops local classification guidance to facilitate understanding of classification principles and processes. Develops, updates, and coordinates the Workforce Management Plan. Incumbent is responsible for developing and maintaining a state Environmental Differential Pay (EDP)/Hazardous Duty Pay (HDP) plan, and providing assistance/guidance to managers and supervisors regarding EDP and HDP issues. Establishes or assists in establishing state policy on supervisory pay adjustments. Educates commanders, managers, and supervisors on the various programs through formal classroom and one-on-one training. Certifies and implements standardized position descriptions. Ensures timely implementation of classification releases/manpower changes, and initiates action to resolve any controversial problems or conflicts. Works with managers and supervisors to determine the need for and classifies exception descriptions based upon knowledge of the position and the organization's mission and structure. Provides advice and assistance on classification appeal procedures; ensures that appeal packages comply with Department of Defense (DoD)/Office of Personnel Management (OPM) requirements. Reviews proposed organizational structures based on management needs, local realignments, force structure changes, appropriate position classifications and agreement with the basis for the manpower requirements of the organization. Monitors fill rates of manpower requirements for agreement with National Guard Bureau and State Adjutant General's guidance. Reviews requests for personnel and position actions to determine impact on position classification and workforce management matters. Prepares for or participates in the Federal Wage System (FWS) wage survey process. 3. Recruitment and Placement: Explains merit principles and the various staffing methods, with emphasis on special interest programs such as Uniformed Services Employment and Reemployment Rights Act, employment of the physically handicapped, etc. Seeks candidates from a variety of sources, conducts interviews and evaluates qualifications and eligibility for positions being filled. Ensures selecting official has a reasonable number of well-qualified candidates from which to choose. Researches and prepares replies to Congressional inquires relating to employment. Researches and develops solutions and strategies to recruitment and retention problems that integrate a variety of flexibilities. Provides technical assistance to managers in developing justifications for requesting the use of special salary rates, recruitment bonuses, retention allowances or other authorities. Responsible for the development and implementation of plans to accomplish a statewide technician placement and recruitment program, ensuring merit principles, NGB, DoD, OPM guidelines, policies, regulations, labor agreements, and statutory requirements are complied with. 4. Counsels and registers employees in the DoD Priority Placement Program and/or OPM Interagency Placement Assistance Program and/or Displaced Employee Program as appropriate. Defends recruitment and placement actions taken in accordance with policies, regulations, and procedures in the event of recruitment or placement grievances. 5. Compensation: Develops, recommends, maintains, and applies State's highest previous rate and other compensation programs such as use of recruitment and retention tools. Sets rates of pay for General Schedule (GS) and FWS for appointments, transfers, promotions, changes to lower grade, and changes between GS and FWS pay systems. Responds to inquiries on recruitment, placement and related matters from the serviced workforce and coordinates with NGB-HR as required. 6. Performs other duties as assigned. T5027

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.
• 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 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. SPECIALIZED EXPERIENCE:GS02019/11- Applicant must have the following experience: GS-09 Must have at least one year of specialized experiences at the GS-07 level or the equivalent which provided a working knowledge of National Guard missions, organizations, and federal civilian or military personnel programs. Experiences in executing personnel programs Experienced in performing personnel program requirements that involve advising supervisors and managers Experienced in completing accession planning and processing; classification and position management GS-11 Must have at least one year specialized experiences at the GS-09 level or the equivalent Knowledge of National Guard missions, organizations, and federal civilian or military personnel programs. Must have experiences in executing personnel programs and Human Resources Information Systems, as applicable to the specific position and its position description. Experienced in performing personnel program requirements that involve advising supervisors and managers; and, experienced in completing accession planning and processing; classification and position management; and, civilian promotions. Experienced in advertising positions, processing assignments or reassignment actions; reviewing human resources development programs; applying education and training policy requirements; discussing retraining procedures. Competent in merit principles, personnel plans, programs, and policies to guide or advise others on their implementation activities.

Education

Substitution of Education for Specialized Experience - Combining Education and Experience: Combinations of successfully completed post-high school education and experience may be used to meet total qualification requirements for the grade levels specified.

Undergraduate Education: 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 for many positions covered by this standard. Others have individual occupational requirements that specify that applicants must, in general, (1) have specific course work that meets the requirements for a major in a particular field(s), or (2) have at least 24 semester hours of course work in the field(s) identified. Course work in fields closely related to those specified may be accepted if it clearly provides applicants with the background of knowledge and skills necessary for successful job performance.

Graduate Education: Education at the graduate level in an accredited college or university in the amounts shown in the table meets the requirements for positions at GS-7 through GS-11. Such education must demonstrate the knowledge, skills, and abilities necessary to do the work.

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