The mission of the Defense POW/MIA Accounting Agency (DPAA) is to provide the fullest possible accounting for our missing personnel from our Nation's past conflicts to their families and our Nation. DPAA personnel research, investigate, recover, and identify remains of DoD personnel unaccounted for from World War II, the Korean War, the Vietnam War, the Cold War, the Iraq conflicts and Persian Gulf War. The Director, DPAA (SES-III), reports to the Under Secretary of Defense for Policy (USD(P)).

Duties

Incumbent typical work assignments may include the following: Serves as the Senior Human Resources Specialist (Military) representative in the Human Capital Directorate to perform and coordinate military personnel and management actions and guidance for approximately 300 joint military personnel assigned to DPAA locations worldwide. Advises and processes military members on personnel actions such as: consecutive overseas tour/in-place consecutive overseas tour, foreign service tour extension requests; date estimated return from overseas extensions, in/out processing; Defense Enrollment Eligibility Reporting System enrollment, common access cards for dependents; requests for assignment, school, reclassification, retraining warrant officer, officer candidate or officer training school. Tracks, monitors, and assists the DPAA joint military workforce manager with requirements in accordance with current fiscal year Joint Tasking Document. Reviews military personnel processes and procedures and effects changes to increase efficiencies. Reviews changes in legislation, DoD and service/agency regulations and policies, and identifies the impacts of these changes on DPAA service members and subordinate organizations.

Requirements

• U.S. Citizenship is required.
• Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/Home/Registration).
• May be required to successfully complete a probationary/trial period.
• Must be determined suitable for federal employment.
• Required to participate in the direct deposit program.
• This position is subject to pre-employment and random drug testing.
• This position is subject to the DoD Priority Placement Program.
• This position requires you to obtain and maintain a Secret security clearance.
• This position may require occasional travel away from the normal duty station for official business on military or commercial aircraft.
• This position may require work other than normal duty hours, which may include evenings, weekends, and/or holidays and/or overtime.
• Incumbent shall comply with all DoD, WHS and DPAA directives, instructions, orders, policies, and regulations.

Qualifications

For qualifications determinations, it is recommended that applicants include their months and hours worked per week for each employment listed on their resume. If a determination is not able to be made about the length of your creditable experience for qualification requirements, you will be removed from consideration. Read more about what should I include in my federal resume? at https://www.usajobs.gov/Help/faq/application/documents/resume/what-to-include/ You may qualify at the GS-12 level if you fulfill the following Minimum Qualification Requirements outlined below: One year (12 months) of specialized experience equivalent to at least the GS-11 grade level in the Federal service (experience may have been gained in the private sector) that demonstrates experience performing ALL of the following: 1. Applying military human resources (HR) administration, laws, principles, legal requirements, and methodology to gather facts, respond to questions, ensure regulatory compliance, and provide advisory services pertaining to military personnel. 2. Making assignment recommendations based on reviewing records and assessing the talent required to enhance mission effectiveness. 3. Developing and analyzing historical records to produce statistical reports on personnel actions (i.e., promotions, separations, evaluations, and retention rates). 4. Interpreting and applying regulations and precedents to cases involving military workforce changes. 5. Developing and delivering briefings, staff reports, and correspondence to managers to foster understanding and acceptance of military HR processes. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. ACTIVE DUTY SERVICE MEMBERS: The VOW Act Chapter 21 of Title 5, United States Code (U.S.C.), Section 2108a, requires Federal agencies treat active duty service member as veterans, disabled veterans, and preference eligible, when they submit, at the time they apply for a Federal job, a "certification" of active service in lieu of a DD-214, assuming the service member is otherwise eligible. A "certification" letter should be on letterhead of the appropriate military branch of the service and contain (1) the military service dates including the expected discharge or release date; and (2) the character of service. The service member's military service dates are necessary in order to determine whether he or she meets the definition of "veteran" under 5 U.S.C. 2108(1). The "certification" must reflect the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions not later than 120 days after the date of submission. The "certification" must be signed by, or by direction of, the adjutant, personnel officer, or commander of your unit or higher headquarters and must indicate when your terminal leave will begin (if applicable), your rank, dates of active duty service, the type of discharge and character of service (i.e. honorable). Further, under paragraph (h) of the rule, agencies are required to verify a qualifying separation from military service prior to appointment, through the DD-214 or other appropriate documentation. Your preference and/or appointment eligibility will be verified prior to appointment. Active duty members that fail to provide a valid "certification" of service with their initial application will be found "not eligible." Military members may be appointed before the effective date of their military retirement/separation if member is on terminal leave. Current or Former Political Appointees: Beginning January 1, 2010, agencies must seek prior approval from OPM before they can appoint a current or recent political appointee to a competitive or non-political excepted service position at any level under the provisions of title 5, United States Code. If you are currently or have been within the last 5 years, a political Schedule A, Schedule C, or Non-career SES employee in the executive branch, you MUST disclose that to the Human Resources Office. Submit a copy of your applicable SF-50, along with a statement that provides the following information regarding your most recent political appointment: Position title; Type of appointment (Schedule A, Schedule C, Non-career SES, or Presidential Appointee); Agency; and, Beginning and ending dates of appointment. All qualifications and time-in-grade requirements must be met by the closing date of this announcement and clearly documented in your resume.

Education

Education cannot be substituted for experience.

Contacts

• Address Defense POW/MIA Accounting Agency Human Resources Directorate 4800 Mark Center Drive Alexandria, VA 22350 US
• Name: Washington HQ Services
• Email: [email protected]