THIS IS A NATIONAL GUARD TITLE 5 EXCEPTED SERVICE POSITION. This National Guard position is for a SUPV HR SPEC, Position Description Number NGT5023000 and is part of the MD HRO, National Guard.

Duties

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. Recruitment and Placement: Establishes state manpower policies and directs their implementation within NGB policies and authorization. Establishes and ensures implementation of procedures for the administration of the merit placement and promotion plan and other employment tools to include key staff policy and procedures for recruitment, placement, evaluation, and pay determinations. Implements and administers special emphasis staffing programs.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.Classification: Directs the administration of a position classification and position management program with authority delegated to classify local exception supervisory and non-supervisory positions. The position classification and management program includes: position reviews; timely forwarding of appeals with appropriate substantiation; timely implementation of classification packages; publication and implementation of a position management plan; training for supervisors and managers; random desk auditing of positions to verify 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 assure military compatibility, etc. Ensures timely implementation of new wage scales or salary schedules and cooperates or participates in wage survey. 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.

Requirements

Qualifications

SPECIALIZED EXPERIENCE: 1-year specialized experience must be equivalent to at least the next lower grade. Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills, knowledge, abilities and behaviors) to qualify for a position identified by its position grade and career level. Specialized experience factors encompass human resources program's business competencies, familiarity with the subject matter or processes used in human resources programs associated with DoD, U.S. Army, or U.S. Air Force. Supervisory Positions: Experience in managing the function of the work to be performed. Experience which includes leading, directing and assigning work of personnel. Quality of Experience: Length of time is not of itself qualifying. Candidates' experience should be evaluated on the basis of duties performed rather than strictly on the rank of the individual; however, established compatibility criteria/assignments must be followed. The applicant's record of experience, training, and education must show possession of the knowledge, skills, and abilities needed to fully perform the duties of the position to be filled.

Education

If you are using Education to qualify for this position,

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.

If you are claiming veteran's preference, you MUST submit the appropriate documentation. Failure to do so WILL result in the loss of veteran's preference. - 10-Point Veterans' Preference: You MUST submit a signed SF-15, "Application for 10-Point Veterans' Preference" plus the proof as required by the SF-15. - 5-Point Veterans' Preference: You MUST submit a copy of your DD-214 which includes Character of Service (usually Member-4 copy). If you are currently active duty, you may submit written documentation (certification) from your branch of service certifying that you are expected to be discharged or released from active duty under honorable conditions no later than 120 days after the date the certification is signed. The certification should also include when your terminal leave will begin, your rank and dates of active duty service.

https://www.vaforvets.va.gov/vaforvets/hr/Pages/Federal-Hiring-Process.asp#veteranspreference

Contacts

• Address MD HRO Human Resources Office Baltimore, MD 21201 US
• Name: Erica Sesker
• Phone: 667-296-3507
• Email: [email protected]