POSITION DESCRIPTION



|POSITION DESCRIPTION |1. Agency PDCN 80484000/70384000 |

| |D1023000 |

|2. Reason for Submission |3. Service |4. Empl Office Location |5. Duty Station |6. OPM Cert # |

|Redescription New |HQ Field |      |      |      |

| Reestablishment Other |7. Fair Labor Standards Act |8. Financial Statements Required |9. Subject to IA Action |

|Explanation (Show Positions Replaced) |Not Applicable |Exec Pers Financial Disclosure |Yes No |

|      | |Employment & Financial Interests | |

|       |10. Position Status |11. Position is |12. Sensitivity |13. Competitive Level |

| |Competitive |Supervisory |Non-Sensitive |      |

| |Excepted (32 USC 709) |Managerial |Noncritical Sens | |

|       | SES (Gen) | Neither | Critical Sens |14. Agency Use |

| |SES (CR) | |Special Sens |DUAL STATUS |

|15. Classified/Graded by |

|a. US Office of Pers Mgt b. Dept, Agency or Establishment c. Second Level Review d. First Level Review |

| |Official Title of Position |Pay Plan |Occupational Code |Grade |Initials |Date |

| | | | | | | |

| |Deputy Assistant Human Resources Officer |GS |0201 |13 |rp |12 Mar 03 |

|16. Organizational Title (If different from official title) |17. Name of Employee (optional) |

|  Deputy Human Resources Officer     |      |

|18. Dept/Agency/Establishment - National Guard Bureau | c. Third Subdivision -       |

| | |

|a. First Subdivision - State Adjutant General |d. Fourth Subdivision -       |

| | |

|b. Second Subdivision - Human Resources Office |e. Fifth Subdivision -       |

|19. Employee Review. This is an accurate description of the major duties and | Employee Signature /Date (optional) |

|responsibilities of my position. |      |

|20. Supervisory Certification. I certify that this is an accurate statement of the major duties and responsibilities of this position and its organizational |

|relationships, and that the position is necessary to carry out Government functions for which I am responsible. This certification is made with the knowledge |

|that this information is to be used for statutory purposes related to appointment and payment of public funds. False or misleading statements may constitute |

|violations of such statutes or their implementing regulations. |

| a. Typed Name and Title of Immediate Supervisor | b. Typed Name and Title of Higher-Level Supervisor/Manager (optional) |

|      |      |

|      |      |

| Signature | Date | Signature | Date |

|      |      |      |      |

|21. Classification/Job Grading Certification: I certify this position has been | 22. Standards Used in Classifying/Grading Position |

|classified/graded as required by Title 5 USC, in conformance with USOPM |US OPM Job Family Position Classification Standard for Administrative Work in |

|published standards or, if no published standards apply directly, consistently |the Human Resources Management Group, GS-0200, dated Dec 2000; US OPM General |

|with the most applicable standards. |Schedule Supervisory Guide, dated June 1998 (HRCD 5) |

| | |

| Typed Name and Title of Official Taking Action |      |

| Roger Parrish |Information For Employees. The standards and information on |

|Human Resources Specialist (Classification) |their application are available in the personnel office. The |

| |classification of the position may be reviewed and corrected by |

| Signature | Date |the agency or OPM. Information on classification/job grading appeals is |

|//signed// |12 Mar 03 |available from the personnel office. |

|23. Position Review | Initials |Date |Initials |Date |Initials |Date |Initials |Date |Initials |Date |

| | | | | | | | | | | |

|b. Supervisor |      |      |      |      |      |      |      |      |      |      |

| | | | | | | | | | | |

|c. Classifier |      |      |      |      |      |      |      |      |      |      |

| | | | | | | | | | | |

|24. Remarks: |

|Released from NGB-HRC, CRA 03-1002, dated 12 Mar 03.    |

| |

|Pen-and-ink changes on the OF 8 are annotated as follows: deletions are reflected via strikethrough and additions are reflected via BOLD ITALICS font. |

|25. Description of Major Duties and Responsibilities (SEE ATTACHED) |

|NSN 7540-00-634-4265 Previous Edition Usable 5008-106 Optional Form 8 US Office of Personnel Management (USOPM), FPM CHAPTER 295 [Equivalent] |

25.

a. INTRODUCTION:

This position serves as the Assistant Human Resources Officer for a state Human Resources Office servicing Army and Air National Guard positions. The purpose of this position is to serve as the full assistant to the Human Resources Officer. Shares in and assists the chief with respect to all phases of the work of the organization in planning, directing and administering the human resources programs for all full-time National Guard personnel to include competitive technicians, ARNG and ANG full-time support personnel in Active Guard/Reserve (AGR) status, and ARNG and ANG military technicians (MT). Supervises positions engaged in substantive human resources work, may accomplish work through the use of an automated human resources system.

b. DUTIES AND RESPONSIBILITIES:

b.

--The incumbent serves as a full assistant to the Human Resources Officer. Advises the State Adjutant General, staff elements, and operating officials on matters pertaining to manpower and human resources management with continuing responsibility for all aspects of technician management to include both dual and non-dual status personnel. Assists in development and administration of state rules and procedures that are adapted from policies prescribed by the National Guard Bureau, the Office of Personnel Management (OPM), Department of the Army, and Department of the Air Force. Establishes and maintains liaison with OPM, U.S. Department of Labor, Federal Labor Relations Authority, and other human resources offices. Responsible for the human resources management of all employees dispersed throughout a state encompassing a large geographical area, engaged in a variety of jobs under the Federal Wage and General Schedule pay systems as well as military and state pay schedules. The human resources program includes providing recruitment and placement, position classification and management, labor and employee relations, equal employment opportunity, human resource development, military, and related clerical and administrative functions for a large work force. The incumbent has overall responsibility for the full range of human resources management major duties and responsibilities as follows:

--Recruitment and Placement: Establishes state manpower policies and directs their implementation with NGB policies and authorizations. Establishes and ensures implementation of procedures for the administration of the merit promotion plan to include procedures for recruitment, placement, evaluation, and pay determinations. Directs the implementation and administration of special emphasis staffing programs.

--Labor/Employee Relations and Employee Benefits: Advises both management and subordinates on matters pertaining to conduct and discipline, the labor relations program, employee benefits and entitlements, and contributes to the accomplishment of special programs. Directs the initiation and administration of disciplinary and non-disciplinary adverse actions. Reviews requests for recognition from labor organizations and recommends appropriate course of action. Coordinates with labor organizations and their representatives when necessary. Directs administration of the incentive awards, troubled employee and other employee relations.

--Classification and Compensation Administration: Directs the administration of a position classification and position management program with authority delegated to classify local exception supervisory and non-supervisory positions. The position classification and management program includes: position reviews; timely forwarding of appeals with appropriate substantiation to the Department of Defense (DoD) Field Advisory Service or the Office of Personnel Management; timely implementation of classification packages; publication and implementation of a position management plan; training for supervisors and managers; random desk auditing of positions to verify position description (PD) accuracy and classification of the position; preparation and classification of local amendments to PDs, statements of difference for recruiting and local exception position descriptions; and monitoring human resources assignments to ensure military compatibility, etc. Ensures timely implementation of new wage scales or salary schedules and cooperates or participates in wage surveys.

--Human Resource Development: Establishes and administers a system for determining and documenting training needs, evaluating training courses, assigning priority to training plans and evaluating training accomplishments. Ensures preparation of budgetary recommendations for training needs, allocation of quotas, and scheduling of personnel for training. Plans and administers employee career development programs.

--Equal Employment Opportunity: Directs the development and administration of equal opportunity programs. Coordinates procedures for monitoring progress of minorities and women, and providing documentation required from records within the office.

--Information Systems: Directs the planning, operations and administration of the Defense Civilian Personnel Data System.

--Military: Directs the administering, delivering, maintaining, advising and adapting of basic concepts, principles and theories of the state AGR program to ARNG/ANG managers, supervisors, and support personnel.

--Administration: Directs development of administrative regulations and procedures to provide efficient and timely accomplishment of all human resources functions. Reviews incoming and outgoing correspondence with particular emphasis on adherence to policies.

--Federal Funds Management: The incumbent of this position is responsible for the management of federal funds relating to technician personnel to include payroll related costs, training, and PCS costs. Establishes procedures and ensures expenditures are in accordance with extent and intent of appropriation.

--Assists in mobilization planning as it pertains to the requirements of the Human Resources Office (HRO). Attends Mobilization Planning Conferences/Meetings. Ensure that a HRO mobilization plan is developed and a team is established for mobilization workload

--Performs other duties as assigned.

c. SUPERVISORY CONTROLS:

--Work is performed under the general supervision of the Human Resources Officer. Performs duties in accordance with general policies and procedures or verbal instructions. Serves as assistant to the Human Resources Officer with general authority in matters relating to management of full-time support personnel in the state Army and Air National Guard. Recommends state ARNG and ANG human resources management policy. Work is reviewed in terms of attainment of program objectives.

d. OTHER SIGNIFICANT FACTS:

Incumbent may be required to prepare for and support the mission through the accomplishment of duties pertaining to military training, military readiness, force protection and other mission related assignments including, but not limited to, training of traditional Guard members, CWDE/NBC training, exercise participation (ORE/ORI/UCI/MEI/OCI/IG, etc.), mobility exercise participation, FSTA/ATSO exercise participation, SABC training, LOAC training, weapons qualification training, participation in military formations, and medical mobility processing within the guidelines of NGB/ARNG/ANG/State/TAG rules, regulations and laws.

These tasks have no impact on the classification of this position and should NOT be addressed in any technician’s performance standards.

EVALUATION STATEMENT

A. Title, Series and Grade: Assistant Human Resources Officer, GS-0201-13.

B. References:

1. US OPM Job Family Position Classification Standard for Administrative Work in the Human Resources Management Group, GS-0200, dated Dec 2000

2. US OPM General Schedule Supervisory Guide, dated June 1998 (HRCD-5)

C. Background: The primary purpose of this position is to serve as the Assistant Human Resources Officer. This description was evaluated against the new OPM job family classification standard for the administrative work for the human resources management group, GS-0200.

D. Series, Title and Grade Determination:

1. Series: The position is established to share fully in directing the Human Resources Management Program for the National Guard technician and Active/Guard Reserve (AGR) positions of the state. The series of a supervisory position is most often based on the kind of work supervised. In order to provide technical supervision you must be proficient in that occupation. Therefore the series for this position would fall in the GS-0201 series.

2. Title: The official basic title for a position of “full assistant” to a Human Resources Officer is “Assistant Human Resources Officer”.

3. Grade: According to the General Schedule Supervisory Guide, the evaluation criteria (i.e. Factor 1. Program Scope and Effect, Factor 2. Organizational Setting, etc.) in the guide is not designed to be applied directly to “deputy” or “assistant chief” supervisory positions. The grade of a full deputy (as defined in the introduction to the guide) or full “assistant chief” supervisory position which shares fully in the duties, responsibility, and authorities of the “chief” should normally be set one grade lower than the grade of the supervisory duties of the position to which it reports. In this case, the position to which this position reports is a Human Resources Officer, GS-0201-14. The introduction to the General Schedule Supervisory Guide defines “deputy” or full “assistant chief” as follows:

A position that serves as an alter ego to a manager of high rank or level and either fully shares with the manager the direction of all phases of the organization’s program or is assigned continuing responsibility for managing a major part of the manager’s program when the total authority for the organization is equally divided between the manager and the deputy. A deputy’s opinion or direction is treated as if given by the chief.

The first situation is the traditional organizational arrangement where a position is designated as a full assistant to the organization head and shares in the management of the entire organization. This “alter ego” arrangement requires that the deputy be authorized to make management decision affecting the organization without prior clearance by the chief. The second situation describes an organizational arrangement where the chief and the deputy have responsibility for management of an equal (or nearly equal) portion of the total organization.

This position requires fully sharing in the direction of the entire organization and therefore, would meet the guide’s definition of for a full “assistant chief”.

E. Conclusion: Based on the above evaluation, this position is properly classified as Assistant Human Resources Officer, GS-0201-13.

CLASSIFIER: Roger Parrish, NGB-HR Classification Activity Date: 12 Mar 03

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