About this role
Job SummaryClick 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 exercise second level supervisory and managerial authorities over the Civilian Personnel Flight consisting of the Civilian Personnel Section (CPS) and the Non-Appropriated Fund Human Resources section (NAF HRO).
QualificationsCONDITIONS OF EMPLOYMENT CONTINUED This position is emergency essential. In the event of a crisis situation, the incumbent, or designated alternate, must continue to perform the Emergency-Essential duties until relieved by proper authority. The incumbent or the designated alternate may be required to take part in readiness exercises. This position cannot be vacated during national emergency or mobilization without seriously impairing the capability of the organization to function effectively. This meets the criteria of an Emergency-Essential position and requires that the incumbent, or the designated alternate, be removed from any military recall status. Employee must sign DD Form 2365 as a condition of employment. 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, 0201 Series SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems. Examples of specialized experience includes knowledge of planning, organizing, and overseeing the activities of a Civilian Personnel Flight or directorate; providing senior leadership, squadron leadership, activity and management consultation to ensure personnel support services comply with federal laws and regulations; Administers appointing and associated authorities on behalf of the Commander; to provide comprehensive advice on the full range of human resource management functions to the Commander, key managers, and supervisors; to integrate program objectives of civilian personnel administration with allied and related programs; to recruit, appoint, classify, promote, reassign, discipline, demote, detail, compensate, separate, or effect other related personnel and position transactions pertaining to civilian personnel functions. 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-12 level is required to meet the time-in-grade requirements for the GS-13 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: 1. Knowledge Of the concepts, laws, rules, and regulations governing federal appropriated fund (APE), non-appropriated fund (NAF), Master Labor Contract (MLC), and Indirect Hiring Agreement (IHA) civilian personnel management. 2. Knowledge Of civilian pay budget policies and procedures. 3. Knowledge of safety, security, personnel management, and EEO regulations, practices, and procedures. 4. Skill in written and oral communication to present issues and recommendations. 5. Skill in written and oral communication to present issues and recommendations. 6. Ability to manage a human resource office (e.g., personnel, budgeting, space management, safety, etc.). 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.
Major Duties1. Plans, organizes, and oversees the activities of the Civilian Personnel Flight. Develops goals and objectives that integrate organization and force support objectives. 2. Exercises supervisory personnel management responsibilities. Directs, coordinates, and oversees work through subordinate supervisors.Advises staff regarding policies, procedures, and directives of higher level management or headquarters. Selects candidates for subordinate non-supervisory positions and recommends selections for subordinate supervisory positions taking into consideration skills and qualifications, and mission requirements. 3. Represents the Force Support Squadron with a variety of installation and functional area organizations.Integrates the objectives and requirements of civilian human resource management with allied and related programs which include but are not limited to finance and budget, manpower and organization, safety, security, staff judge advocate, Equal Employment Opportunity (EEO) complaints and resolution, and mobilization planning. 4. Establishes, defines, and implements requirements for personnel programs to ensure operations are in line with regulatory and fiscal requirements, support goals, and mission requirements. Develops, monitors, and analyzes applicable statistical data to track operating programs, evaluate their effectiveness and applicability to strategic goals, and plan improvements. 5. Administers appointing and associated authorities on behalf of the Commander for federal civil service and local national (L N) personnel at an Air Force (AF) installation. Advises the Commander, key managers, and supervlsors on the full range of civilian human resource management which includes requirements, accessions, development, sustainment, separations, classification and Employment Management Relations (EMR) issues.