Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position is: To act for the installation commander in the administration of the authority to appoint, classify, promote, reassign, discipline, demote, detail, compensate, separate, or effect other related personnel and position transactions pertaining to Nonappropriated Fund (NAF) Human Resources (HR).

Duties

Administers and manages the NAF HR programs. Responsible for executing, leading, and managing all NAF HR programs. Serves as an advisor to Force Support management regarding the NAF HR programs. Develops innovated ideas and programs as the NAF HRO installation environment changes (flexible and resilient). Provides expert advice, guidance, and recommendations on labor relations and employee relations issues. Serves as a liaison between the Civilian Personnel Flight's Labor Relations Officer (LRO) and NAF management in administering the local NAF labor relations programs. Plans and administers the NAF Position Classification and Wage Administration programs. Exercises full NAF classification authority and provides expert advice and guidance to managers/supervisors on identifying significant job changes, differences between major and minor duties, organizational structuring, and sound position management practices. Oversees and performs work involving the administration of the NAF Affirmative Employment Program and assures the integrity of NAF Personnel Systems. Develops plans to ensure recruitment and placement services/programs are responsive to the needs of Force Support organizations. Provides advice to management on internal and external recruitment programs. Conducts and oversees NAF employee training and development requirements. Responsible for NAF HR personnel specific training to include customer service and NAF HR Supervisor/Manager Course. Ensures NAF personnel are informed and trained on quality AF programs. Performs first level supervisory personnel management responsibilities. Plans and assigns work to be accomplished by subordinates, considers difficulty of assignments and capabilities of employees, sets and adjusts priorities, and prepares schedules for completion of work.

Requirements

• U.S. Citizenship Required
• Males must be registered for Selective Service, see www.sss.gov
• This position is Centrally Managed; PCS is authorized and will be paid by the career field.
• 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
• All federal employees are required to have direct deposit.
• Work may occasionally require travel away from the normal duty station on military or commercial aircraft.
• May occasionally be required to work other than normal duty hours, may be required to work overtime.
• Required to obtain and maintain the Secret security clearance.
• Disclosure of Political Appointments
• This is a supervisory position; a one-year supervisory probationary period is required.
• Must be able and willing to assume a lead/supervisory position.

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-0201. 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 and skill in applying, a wide range of human resources management (HRM) concepts, laws, policies, practices, analytical, and diagnostic methods and techniques sufficient to solve a wide range of complex NAF HR problems and issues, and sufficient to provide comprehensive HRM advisory and technical services on substantive organizational functions and work practices. Knowledge of, and skill in applying consensus building, negotiating, coalition building, and conflict resolution techniques sufficient to interact appropriately in highly charged emotional situations. Knowledge of, and skill in applying, analytical and diagnostic techniques and quantitative and qualitative techniques sufficient to identify, evaluate, and recommend to management appropriate HR interventions to resolve complex interrelated HRM problems and issues. 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. 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: Knowledge of laws, regulations, policies, practices, and procedures covering NAF HR programs involving classification and position management, recruitment and staffing, employee-management relations, equal employment opportunity, labor relations, and employee development and training to appoint, classify, promote, reassign, discipline, demote, detail, compensate, separate, or effect other related personnel and position transactions pertaining to NAF HR. Knowledge of a wide range of HR concepts, laws, policies, practices, analytical, and diagnostic methods and techniques sufficient to solve a wide range of complex, interrelated HR problems and issues. Knowledge of automated personnel data systems to ensure accuracy and timeliness in processing of NAF personnel actions and generate automated products/documents. Skill in applying analytical and diagnostic techniques and quantitative and qualitative techniques sufficient to identify, evaluate, and recommend to management appropriate HR interventions to solve a variety of problems and issues. Ability to supervise, plan, organize, and direct a small HR office (e.g., budgeting, safety, perform supervisory HR management responsibilities, etc.) Ability to maintain good working relationships and gain support for HR program goals. 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

This job does not have an education qualification requirement.

Contacts

• Address USAF Academy 5136 Eagle Drive USAF Academy, CO 80840 US
• Name: Total Force Service Center
• Phone: 1-800-525-0102
• Email: DO.NOT.EMAIL@CALL.ONLY