About this role
Job Summary
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: Department of the Air Force (DAF) Affirmative Employment and Disability Program Specialist by providing subject matter expertise and developing and implementing strategies, policies, programs, plans, and procedures for the civilian Equal Employment Opportunity
(EEO)
Program, Affirmative Employment Program and Disability Program.
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, 0201 series.
SPECIALIZED EXPERIENCE
Applicants must have at least one (1) year of specialized experience at the next lower grade GS-13, or equivalent in other pay systems. Examples of specialized experience includes: Knowledge of federal equal employment opportunity (EEO), affirmative employment, and disability program concepts, principles, governing laws, regulations, executive orders, and statutory reporting requirements. Knowledge of federal civilian personnel administration and human capital management principles, concepts, and practices (e.g. recruitment, staffing, merit promotion, hiring authorities, career development, and retention under Title 5 and/or Title 10) to integrate EEO principles with human capital systems.
Skill in applying quantitative and qualitative analytical methods to evaluate civilian talent lifecycle processes, assess workforce demographic data, identify systemic barriers, and formulate actionable or programmatic solutions. Skill in project management, action officer operations, and coordinating cross-functional taskings to achieve strategic program milestones within established timelines. Ability to communicate effectively, both orally and in writing, to prepare executive-level staff packages, deliver technical briefings, and present complex or sensitive program information to senior leadership and diverse stakeholders. Ability to establish and maintain collaborative working relationships, consult as a subject matter expert, and liaise with internal enterprise leadership, human resources professionals, and external federal oversight authorities.
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-13 level is required to meet the time-in-grade requirements for the GS-14 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 federal equal employment opportunity (EEO), affirmative employment, and disability program concepts, principles, governing laws, regulations, executive orders, and statutory reporting requirements. Knowledge of federal civilian personnel administration and human capital management principles, concepts, and practices (e.g., recruitment, staffing, merit promotion, hiring authorities, career development, and retention under Title 5 and/or Title 10) to integrate EEO principles with human capital systems.
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 Duties
- Shape a Mission-Ready Civilian Force for the Department of the Air Force. Are you an expert in affirmative employment and disability programs ready to drive enterprise-wide change at the highest level of national defense? The Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs (SAF/MR) is seeking an exceptional Human Resources Specialist (Affirmative Employment & Disability Program Specialist), GS-0201-14, to serve as the definitive Department-level subject matter expert at the Pentagon. In this critical Secretariat role within the newly standing-up Office of the Deputy Assistant Secretary of the Air Force for Civilian Force Management (SAF/MRC), you will formulate policies, strategic workforce planning initiatives, and modernize affirmative employment and disability programs that directly impact over 170,000 Total Force civilian Airmen and Guardians worldwide. If you possess the technical acumen to interpret the strategic vision to turn statutory data into actionable talent solutions, we want you on our team. Major duties of the position include: Authoritative Executive Advisory: Serves as the principal DAF technical advisor on civilian Affirmative Employment and Disability Programs, providing expert consultation to the Deputy Assistant Secretary (Civilian Force Management), the DAF Equal Opportunity Director, US Air Force and US Space Force Directors of Personnel, and civilian personnel offices worldwide. Secretariat-Level Policy Formulation: Leads the development, modernization, and enterprise-wide publication of binding Department of the Air Force Instructions (DAFIs), policy guidance memorandums, and strategic roadmaps governing AEP, disability employment, and reasonable accommodation. Mandatory Federal & Defense Reporting: Directs the end-to-end data collection, econometric and demographic synthesis, executive coordination, and timely submittal of high-stakes statutory reports, including the annual EEOC Management Directive 715 (MD-715) report, Federal Equal Opportunity Recruitment Program (FEORP) report, and the Disabled Veterans Affirmative Action Program (DVAAP) plan. Specialized Workforce Planning & Accommodation Counsel: Evaluates talent lifecycle policies-from recruitment and merit promotion to executive advancement and retention-to identify and direct workforce planning strategies that account for the Airmen and Guardian civilian workforce of the future.