POSITION DESCRIPTION



|POSITION DESCRIPTION |1. Agency PDCN 80527E00 |

| |D1622000 |

|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 |ENL 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 |

| | | | | | | |

| |Human Resources Specialist (Military) |GS |0201 |09 |rmp |23 Jun 03 |

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

|      |      |

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

| | |

|a. First Subdivision - State Adjutant General |d. Fourth Subdivision – Military Personnel Flight |

| | |

|b. Second Subdivision - ANG Flying Wing |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. |

|with the most applicable standards. | |

| | |

| Typed Name and Title of Official Taking Action |      |

| ROGER M. 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// |23 Jun 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 03-1006, dated 23 Jun 03. |

| |

|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.

INTRODUCTION

This position is located within a Military Personnel Flight (MPF) of an Air National Guard (ANG) flying wing. This comprehensive description covers five programs/specialties within the Air National Guard Military Personnel Flight. The primary purpose is to administer and accomplish functions of one or more of the following human resources programs: Career Enhancements, Customer Service, Employments, Relocations, and/or Readiness.

This position requires military membership. It is designated for National Guard enlisted incumbency only. In accordance with AFMAN 36-2108, incumbent performs duties necessary to accomplish military human resources functions in support of programs essential to state Air National Guard daily operations, training and readiness missions.

DUTIES

--Serves as advisor to commanders on assigned unit human resources (HR) programs. Interprets policy and provides procedural guidance to commanders, supervisors, and staff members. Provides guidance and assistance on unit program(s) for which responsible. Provides training to supervisors on all military human resources issues. Analyzes data and subsequent determinations regarding any number of human resources matters that may involve or affect AGRs, drill status guardsmen, and/or family members. Advises supervisors or managers within unit when actions may affect productivity or mission. Conducts staff visits and trains personnel (AGRs), traditional drill status guardsmen, supervisors, managers, etc.) within the unit in all programs for which responsible. Conducts periodic briefings for staff, commanders, and administrative personnel to promote a full understanding of all aspects of the assigned program(s). Provides commanders, supervisors, and the MPF staff with a variety statistical data reports pertaining to military HR issues to assist in HR management decisions. Accomplishes/oversees the accomplishment of technical support work in each of the functional areas within this program area. Incumbent has responsibility/accountability for assigned program accomplishment personally and through subordinate full time technicians and/or drill status guardsmen when assigned:

Career Enhancements:

--Plans, directs, controls and provides advisory services on all aspects of the Career Enhancement program for both Active Guard Reserve (AGR), unit drill status guardsmen, full time technicians and potential members. Develops internal policies and procedures governing administration of the following programs: Officer Performance Report/Enlisted Performance Report (OPR/EPR), and officer, enlisted promotions and enlisted demotions. Monitors monthly reports on performance raters and changes of raters to maintain an accurate record. Provides administrative control, management, development and advisory service for military awards and decorations. Reviews Line of Duty (LOD) determinations for administrative accuracy, tracks progress and initiates incapacitation pay requests (if applicable). Manages and provides guidance and technical expertise of various special programs to include Deserving Airman Promotion Program, Reserve Officers Personnel Management Program, Exceptional Promotion Program, and Extensions/Reenlistment Program. Administers the test program, which includes the Air Force Officer Qualifying Test (AFOQT), Defense Language Aptitude Battery Test (DLAB), Defense Language Proficiency Test (DLPT), and Air Force Classification Test (AFCT). Monitors the Weight and Body Fat Management Program to ensure compliance with regulatory and legal requirements and conducts staff assistant visits.

Customer Service:

--Plans, directs, and controls all aspects of the Customer Service Program. Manages the Air Force Personnel Records System. Develops procedures and establishes policy for building, updating, auditing, and accountability of and disposition of automated and manual records. Monitors the maintenance and security of the Unit Personnel Record Group (UPRG) ensuring content meets regulatory requirements and are safeguarded. Manages the Point Credit Accounting and Reporting System (PCARS) program. Is the focal point within the MPF for various entitlement programs (i.e., TRICARE medical/dental, Survivors Benefit Plan, Thrift Savings Plan (TSP), Family Care Program, etc). Provides assistance and information on active duty benefits for AGR members. Monitors and provides technical guidance to workers performing counseling regarding the Servicemen Group Life Insurance (SGLI) benefits. Responsible for oversight, verification, authorization of identification (ID) cards for all branch service members, retired members, and enrollment of eligible family members in Defense Enrollment Eligibility Reporting System (DEERS). Administers the Casualty Service Program and serves as technical advisor, and as the Casualty Assistance Representative (CAR). Provides casualty assistance (at locations without established Casualty Service work centers) according to governing directives. Serves as focal point for entire organization concerning Privacy Act matters, military dress and appearance policy and procedures. Maintains and ensures Records of Emergency Data forms are accomplished.

Employments:

--Plans, directs, and controls all aspects of the human resources employment program. Responsible for the development of internal policies and procedures governing administration of Personnel Employment programs to include inbound assignment for officer and airmen personnel; certification of military qualifications and assignment eligibility for AGRs, traditional drill status guardsmen applicants; and in-processing of personnel. Manages the Unit Manpower Document (UMD) as directed by Headquarters, National Guard Bureau (HQ NGB) for all serviced units. Ensures compliance with regulatory requirements regarding excess and over-grade assignments within the UMD. Creates, maintains and distributes the unit vacancy list using the UMD. Ensures processing of classification/on-the-job training actions is accurate and processed in MILPDS. Ensures processing of AF Forms 422, Physical Profile Serial Report. Administers the overall absentee and desertion program.

Relocations:

--Plans, directs, and controls all aspects of the Relocation program for all members. Responsible for the development of internal policies and procedures governing administration of the following programs: reassignments (voluntary/involuntary), separations (voluntary/involuntary), unsatisfactory participation, retirements, conditional releases, advise commanders’ on stop-loss, activation periods, and demobilization, and inter- and intra-service transfers. Counsels members on retirement benefits and eligibility, insurance, veterans benefits, and survivor benefit plans. Establishes policies and procedures for temporary duty (TDY) relocation processing. Manages all prior and non-prior service enlistment processing. Develops policies and procedures for package review and accession build. Ensures all subsequent enlistment actions are taken to include creation of the Unit Personnel Record Group (UPRG).

--Ensures accuracy of human resources data system and performs functional review of data reliability relative to the relocations program.

Readiness:

--Develops wing readiness plans for the administration of contingencies and mobilizations. Determines human resources requirements in support of mobilization. Coordinates with gaining Major Commands (MAJCOMs), Headquarters, Personnel Readiness Center (PRC), National Guard Bureau (NGB), and unit commanders regarding all matters concerning the activation and/or deployment of forces. Manages the non-contingency duty status program. Maintains all human resources data systems requirements and provides required reporting to Crisis Action Team (CAT)-PRC. Manages mobilization orders contingent upon Presidential Reserve Call up (PRC) or partial mobilization. Prepares and presents periodic briefings/orientations or mobilization procedures to all commanders required to support deployments. Develops, prepares, analyzes, and coordinates with wing plans office on all unit deployments and wartime tasking and Contingency Operations Plans (CONOPS). Identifies readiness issues and problems that directly impact wing and individual organizations ability to deploy. Develops appropriate annexes to wing contingency plans, mobilization plans (MOPLANS), continental United States (CONUS) base use plans, and ability to operate and survive plans. Administers the official government passport and visa program for government travel.

--Manages contingency and exercise deployments. Serves as advisor to wing/unit commanders on deployment programs. Interprets policy and provides procedural guidance to wing/unit commanders, supervisors, staff members, and unit deployment managers (UDM) concerning deployment process. Advises wing Installation Deployment Officer (IDO), Unit Deployment Manager (UDM), and MPF Commander on Unit Type Code (UTC)/Unit Manning Document (UMD) and any other readiness issues. Analyzes data and subsequent determinations regarding any number of human resources readiness matters, which may involve or affect AGR’s, and traditional drill status guardsmen. Analyzes deployment data to effectively assist in completing unit supportability estimates. Processes interface with MANPER-B to validate duty and generate Automated Schedule of Events (AMSOE) products in accordance with the established procedures and time frames. Produces accurate and timely standard and non-standard COMPES products that satisfy needs of deployment managers and provides a current and accurate profile of deployment capability and status. Prepares for and participates in various types of readiness exercises and evaluations such as Operational Readiness Inspections (ORI), Air Expeditionary Force tasking (AEF), and Inspection General Exercises (IGX). Assists in direction, coordination, and control of exercise, deployments, and redeployments by developing and coordinating event lists, checklists, etc. for assigned areas to effectively test the deployment/readiness capability/status of the wing. Prepares after action and lessons learned reports.

--Manages Deployment Systems. Manages and controls the Personnel Module of the Integrated Deployment System (IDS), critical to deployment/employment of tasked personnel in support of global operations. Manages the local deliberate planning and execution of higher headquarters tasking utilizing the IDS subsystem-Deployment Management System (DeMS) to disseminate and integrate plans and personnel data for controlling, implementing, coordinating, planning, and executing all functions concerning deployment of wing personnel. Manages the Deliberate Crisis Action Planning and Execution System (DCAPES) located on the Manpower Personnel Base Level (MANPER-B) System. Responsible for controlling and maintaining readiness data in the MANPER-B System. This includes all readiness databases including all hardware/software applications located on MANPER-B system. Coordinates with higher headquarters to ensure receipt and interface of contingency/exercise/manning assistance requirement levies. Responsible for control, import/export and accountability of data utilizing the secure Red Mini system in accordance with the applicable instructions. Interfaces contingency/execution/management assistance with local base functions. Maintains personnel accountability and duty status reporting to ensure accurate and timely data is available for Command and Control (C2) for contingency/exercise/manning assistance. Provide manual deployment inquiries and deployment reports to higher headquarters on an as needed and periodic basis. Build Manpower (standard/non-standard UTCs) plans as required. Manages personnel readiness strength accountability. Responsible for management and execution of Contingency Exercise and Deployment (CED) orders.

--Is responsible to the Military Support Flight Commander for the Personnel Support for Contingency Operations (PERSCO) portion of the Status of Resources and Training System (SORTS) Report. Provides mandated reports to higher headquarters as required. Acts as liaison between Air Force Personnel Center, MAJCOM, and local units to ensure accurate and timely duty status accountability. Provides technical guidance and instruction to base organizations on all aspects of Personnel Readiness. Provides training to all base 3S0X1 technicians on all Personnel Readiness functions. Manages the deployable equipment and supply program to include requisitions, inventories, turn-in and repair of contingency and PERSCO Team equipment. Directs and implements scheduled maintenance and serviceability checks of mobility equipment.

--Serves as Classified Control Officer responsible for safeguarding and proper destruction of classified material IAW AF instructions, higher headquarters and local guidance. Conducts Risk Analysis on the MANPER-B system ensuring compliance with appropriate instructions. Responsible for the Computer Security Support Plan (CSSP). Responsible for the safeguard and access of Red Mini. Performs computer system security management. Controls systems access for MANPER and DeMS. Assigns and maintains passwords, authorization lists and publishes security directives for users of classified systems. Performs periodic security inspections. Receives TEMPES interview to meet transmission and receiving of classified information requirements. Prepares and reviews classified computer risk analysis.

Performs other duties as assigned.

FACTOR 1: Knowledge Required: Level 1-6 950 pts

--Fundamental knowledge of military human resources policies, rules, guidelines, instructions, etc to understand the assigned program(s) and converse effectively with functional managers, advise commanders, customers, lower graded personnel, or lower echelons.

--Thorough knowledge of overall requirements, objectives, practices and peculiarities of the assigned program area.

--Ability to plan, organize work, administer, communicate effectively (both orally and in writing), meet deadlines, gather, analyze data/products, and summarize facts in order to determine adequacy and/or deficiencies of assigned programs.

--Knowledge of the mission and the unit is essential in order to provide required support consistent with mission objectives and to coordinate with managers, supervisors, members, customers, dependents, and other offices on human resources issues.

--Knowledge of automated systems, personal computers, and software employed in the assigned program area to utilize the systems in developing reports, correspondence and to extract data.

--Knowledge and skill in application of analytical and evaluative techniques to identify, consider, and resolve issues or problems peculiar to the assigned program area.

FACTOR 2: Supervisory Controls: Level 2-3 275 pts

--Works under the supervision of the Supervisory Human Resources Specialist (Military), who delegates area of responsibility and assigns duties and responsibilities. Incumbent plans and carries out assignments independently and consults with supervisor only on controversial issues or where precedents are not available. Supervisor provides general direction and broad-based methodology to be employed in accomplishing special projects. Discussions with supervisor are to resolve problems that could cause project failure to meet deadlines. Finished work is reviewed for compliance with objectives and for applying accepted practices to resolve work problems

FACTOR 3: Guidelines: Level 3-3 275 pts

--General guidelines are available, such as Air Force and Air National Guard publications, and applicable gaining major command directives. These cover most situations, but may require judgment in application and interpretation.

FACTOR 4: Complexity: Level 4-3 150 pts

--The work involves ongoing studies, gathering information, identifying and analyzing issues. Based on existing rules and established methods, the incumbent reviews new requirements, determines what work needs to be accomplished and the proper sequence, and develops recommendations to resolve problems encountered. Individual is responsible for day-to-day and overall operation of the element(s) to which assigned.

FACTOR 5: Scope and Effect: Level 5-3 150 pts

--Incumbent assesses the productivity, effectiveness and efficiency of the services provided. Work requires skill in the application of established and accepted techniques. Results affect the efficiency of the work center. Assessment and corrective actions impact services provided, affect quality, adequacy, and timeliness of the work center’s work efforts and contribute to the efficiency of the entire organization.

FACTOR 6: Personal Contacts &

FACTOR 7: Purpose of Contacts: Matrix 2B 75 pts

--Contacts are with employees, supervisors, and managers, other customers within and outside the unit, and counterparts at other units as required. Contacts are for the purpose of planning, coordinating, advising, and resolving operating system problems through joint participation with the customer.

FACTOR 8: Physical Demands: Level 8-1 5 pts

--Work is primarily sedentary, although some physical effort or exertion may be required in the performance of duties. There may be some episodes of light lifting or prolonged periods of standing.

FACTOR 9: Work Environment: Level 9-1 5 pts

--Work typically involves normal risks and discomforts common to an office setting. Incumbent may be required to travel in military or commercial aircraft to perform temporary duty assignments. The incumbent’s regular assignments are primarily Air National Guard technician duties; however, the incumbent may also be assigned some non-technician duties.

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: Human Resources Specialist (Military), GS-0201-09

B. References: USOPM JFS for Administrative Work in the Human Resources Management Group, GS-0200, dtd Dec 2000

C. Background: This description was developed to describe current duty requirements/responsibilities and to concurrently apply the new OPM GS-0200 job family standard. It recognizes increased demands of responsibility/ accountability for a specific program(s) area in the Military Personnel Flight.

D. Series, Title and Grade Determination:

1. Series: The GS-0201 Human Resources Management Series covers two-grade interval administrative positions that manage, supervise, administer, advise on, or deliver human resources management products or services. The purpose of this position is to administer one or more program areas within the Military Personnel Flight (i.e., Career Enhancements, Customer Service, Employments, Relocations, and/or Readiness). A broad human resources knowledge is required to perform a wide variety of work in one or more HR specialty areas. The incumbent is responsible/accountable for ensuring the program is maintained at an acceptable level. The duties meet the requirements for inclusion in the GS-0201 occupational series.

2. Title: The basic title for positions classified to the GS-0201 series is Human Resources Specialist. A parenthetical title of Military is specified for those positions involved in performing administrative work in human resources in a military environment. Thus the appropriate title is Human Resources Specialist (Military). Position may involve limited supervisory responsibilities. However, these duties are performed for less than 25% of the time and do not meet the minimum criteria for titling the position as Supervisory.

3. Grade: See the attached Factor Evaluation Statement (FES), position evaluation statement that supports allocation of this position to the GS-09 level.

E. Conclusion: Based on the above evaluation, this position is classified as a Human Resources Specialist (Military), GS-0201-09.

Classifier Roger M. Parrish, NGB-HRCA Date: 23 Jun 03

FACTOR EVALUATION SYSTEM

POSITION EVALUATION STATEMENT

|FACTOR |LEVEL |POINTS |REMARKS |

| | | |Fully meets Level 1-6. It requires fundamental knowledge of |

|KNOWLEDGE REQUIRED |1-6 |950 |military personnel policies, rules, guidelines, instructions,|

| | | |etc. for the program area(s) assigned. These are directive |

| | | |in nature and are generally well spelled out, thus little |

| | | |latitude is available for local interpretation/ deviation. |

| | | |It does not meet Level 1-7 as to knowledge required to deal |

| | | |with complex problems typical of this higher level (directive|

| | | |nature of military regulations/directives applicable to |

| | | |military human resources functions limits crediting of this |

| | | |higher level). |

| | | |Fully meets Level 2-3. Supervisor discusses areas where |

|SUPERVISORY CONTROLS |2-3 |275 |significant problems may occur. Assignments have clear |

| | | |precedents. Incumbent independently plans and carries out |

| | | |assignments in conformance with accepted policies and |

| | | |practices. Discretion is limited by directive nature of the |

| | | |military and the requirement to apply new methods in |

| | | |resolving complex, intricate, controversial, or unprecedented|

| | | |issues and problems as described at Level 2-4 of the standard|

| | | |is lacking. |

| | | |Fully meets Level 3-3 in that the incumbent uses a wide |

|GUIDELINES |3-3 |275 |variety of reference materials and manuals that cover most |

| | | |situations in assigned program area(s), yet requires judgment|

| | | |in application and interpretation. Level 3-4 is not met. |

| | | |That level describes a situation where guidelines are very |

| | | |general regarding agency policy statements and objectives and|

| | | |that they are “scarce and inapplicable”. |

| | | |Level 4-3 is fully met. The work consists of applying |

|COMPLEXITY |4-3 |150 |established analytical techniques to problems and issues of a|

| | | |technical/routine nature; and most issues and problems of the|

| | | |same type. Level 4-4 requires assessing complex problems, |

| | | |issues, and unusual circumstances and involves situations |

| | | |that are complicated by ambiguous, disputed, conflicting, |

| | | |and/or incomplete data. This level is not fully met. |

| | | |Fully meets Level 5-3 in that the work involves applying |

|SCOPE AND EFFECT |5-3 |150 |accepted criteria, principles, and standard methods to |

| | | |resolve problems and issues, and can influence the decisions |

| | | |made by managers and other employees; and can affect customer|

| | | |perception of the overall quality and service of the wing HR |

| | | |program. It does not meet Level 5-4. At that level, the |

| | | |work must involve resolving complex problems and issues that |

| | | |typically require analyzing and troubleshooting a wide range |

| | | |of unusual conditions (which this position does not). |

| | | |Neither does the work affect the objectives and effectiveness|

| | | |of “agency” HR activities. (Wing level does not meet the |

| | | |definition of “agency”). |

| | | |Fully meets Level 2 in that the work requires personal |

|PERSONAL CONTACTS |2B |75 |contacts with employees, dependants, managers, and |

|& | | |individuals within the state as well as with individuals at |

|PURPOSE OF CONTACTS | | |headquarters (NGB). It does not typically involve contacts |

| | | |outside the agency with consultants, contractors, or business|

| | | |executives or with agency officials who are several |

| | | |managerial levels removed form the employee. Incumbent’s |

| | | |supervisor or the second level supervisor, if necessary, |

| | | |would generally make such contacts. The position fully meets |

| | | |Level B in that personal contacts typically involve |

| | | |identifying options/providing information for resolving |

| | | |problems. It does not meet Level C, as the work does not |

| | | |require the incumbent to do things such as influence or |

| | | |persuade employees and managers to accept and implement |

| | | |findings and recommendations. The work only involves |

| | | |providing options, information, and administrative processes |

| | | |stemming from regulatory and policy guidance. |

| | | |Fully meets Level 8-1. There are no other Levels as options.|

|PHYSICAL DEMANDS |8-1 |5 | |

| | | |Fully meets Level 9-1. There are no other Levels as options.|

|WORK ENVIRONMENT |9-1 |5 | |

| | | |

|TOTAL POINTS ASSIGNED: |1885 |GRADE: GS-09 |

FINAL CLASSIFICATION Human Resources Specialist (Military), GS-0201-09.

Classifier: Roger M. Parrish, NGB-HRCA Date: 23 Jun 03

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