at Air Mobility Command in Scott AFB, Illinois, United States
Job Description
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 serve as a Human Resources Specialist (Recruitment & Placement/Classification) with responsibility for receiving inquiries from customer’s and independently planning, developing, and carrying out the full range of recruitment, placement, affirmative employment, and classification. Responsibilities Provides customer support solutions to inquiries on the full range of complex staffing issues. Serves as the Affirmative Employment Program (AEP) Manager. Provide position management and classification advisory services. Provides management advisory service on a broad range of Human Resources (HR) topics and serves as Team Program/Project Leader. Requirements Conditions of Employment 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, Human Resources Management Series, 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 civilian personnel management, Equal Employment Opportunity (EEO) regulations, the affirmative employment program, and causes and effects of discrimination, to include familiarity with classification and staffing rules, to include special appointing authorities, reasonable accommodation obligations and procedures, and federal laws, regulations, and policies that protect people from discrimination and promote equal employment opportunities. Knowledge of a wide range of human resources management (HRM) concepts, laws, policies, practices, analytical, and diagnostic methods and techniques to identify, evaluate, and recommend to management appropriate HR interventions to resolve a wide range of complex, interrelated HRM problems and issues. Knowledge of a wide range of HR case law, principles, practices, and regulations sufficient to perform detailed analyses and draw conclusions on complex legal issues, problems, and situations using legal research methods, information-gathering techniques, and analytical skill to locate and interpret appropriate precedent and substantive decisions, and/or legal opinions. 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 the full range of Federal HR affirmative employment, recruitment and placement, and classification/position management principles, concepts, practices and analytical techniques. Knowledge of the provisions of a variety of public laws, Executive orders, and Federal regulations regarding recruitment and placement, affirmative employment, classification and position management. Knowledge of the federal Human Resources (HR) management functions, theories, and techniques; the basic relationships of various HR disciplines; and management objectives as they apply to specific matters. Knowledge of civilian personnel management, Equal Employment Opportunity (EEO) regulations, the affirmative employment program, and causes and effects of discrimination, to include familiarity with classification and staffing rules, to include special appointing authorities, reasonable accommodation obligations and procedures, and federal laws, regulations, and policies that protect people from discrimination and promote equal employment opportunities. Skill in conducting research and fact-finding to advise and represent management in identifying, analyzing, assessing, resolving barriers to employment opportunities, and ability to develop courses of action with recommendations for presentation of those thoughts/conclusions effectively, using tact, diplomacy and courtesy. Ability to plan, organize, and direct programs and people, including the ability to meet deadlines and provide program oversight. Ability to effectively communicate orally and in writing and establish and maintain effective working relationships with all levels of personnel to include explaining rules and procedures to employees and advising on their rights and obligations and encouraging objectivity in situations that may be charged with emotions and assumptions. 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 ********************ADDITIONAL INFORMATION FOR ACTIVE DUTY SERVICES MEMBERS******************** ACTIVE DUTY SERVICE MEMBERS: The VOW Act requires federal agencies to treat an eligible active duty service member as a veteran, disabled veteran, and preference eligible (as applicable) when applying for civil service positions before the effective release or discharge date. Appointment of military members before the release or discharge date is permissible if the member is on terminal leave. At the time the active duty member applies for a civil position, he or she must submit a “certification” memo in lieu of a DD-Form 214, Certificate of Release or Discharge from Active Duty. Active duty members applying for a civil service position without submitting a valid certification memo or DD-Form 214 with their application will render the member ineligible for the position. The certification memo must originate from the member’s military service branch on official letterhead and contain the following: Name/Rank/Grade of Service Member Branch of Armed Forces Dates of Active Service (Start and End Date(s) Expected Date of Discharge/Release from Active Duty Terminal leave start date (if applicable) Expected character of service (honorable or general) and type of separation (i.e. separation or retirement) Must be certified within 120 days of anticipated discharge Signature by, or by direction of the adjutant, personnel office, unit commander, or higher headquarters commander. Note: The VOW Act provides tentative preference. If appointed, a DD Form-214 must be submitted upon receipt Additional Information Interagency Career Transition Assistance Program (ICTAP): For information on how to apply as an ICTAP eligible click here. To be well-qualified and exercise selection priority for this vacancy, displaced Federal employees must be rated well qualified or above for this position. You must submit a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting position, grade level, and duty location. Employed Annuitants (Reemployed Annuitants): Applicants in receipt of an annuity based on civilian emp
