HUMAN CAPITAL DEVELOPMENT SPECIALIST

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 Chief, Human Capital Development Branch, Programming and Resources Division, Secretary of the Air Force, International Affairs (SAF/IA). Advise SAF/IA on human resource/manpower functions, program management activities for the civilian International Affairs Career Field, and oversee Air Force International Affairs.

Duties

Plan, organize, and direct execution of human resource and manpower functions. Oversee civilian personnel actions and military requisitions; monitor manpower activities/tasks and programming of future manpower requirements; and provide overall direction to team members on personnel services to support SAF/IA mission. Oversee civilian International Affairs Career Field (IACF) policy, plans, and career field education and training. Serve as focal point for IACF initiatives and career development programs; provide functional and technical advice concerning all aspects of the IACF. Provide program management for Air Force International Affairs education, training, and professional development programs. Serve as Contracting Officer's Technical Representative (COTR) and Quality Assurance Program (QAP) Specialist. Work in conjunction with the contracting officer to approve terms and conditions set forth in contract negotiations, contracting plans, budgets, and scope of work to be done by the contractor. 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. 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 (1) Working with organizational structures and functions to identify, consider, and present options for the resolution of substantive organizational and program issues involving manpower and human resource management (HRM) that brings policies and operations in line with HAF directives, guidance, goals and objective; (2) working with federal HR laws, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee and labor management relations, employment performance and conduct issues, and other programs to provide staff-level advice to supervisors and managers regarding civilian personnel management activities; (3) analyzing a wide variety of work force data to provide recommendations for improving the human resource management program; (4) advising Secretary of the Air Force, International Affairs (SAF/IA) on human resource/manpower functions, program management activities for the civilian International Affairs Career Field, and overseeing Air Force International Affairs education, training, and professional development programs. 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 the laws, rules, and regulations governing federal human resource management. Knowledge of civilian pay budget policies and procedures. Knowledge of how federal human resource management principles relate to employee development functions to fully integrate training and career development with the overall HR program. Knowledge of IA functional areas and Security Cooperation/Security Assistance policy and programs. Ability to plan, implement, and evaluate Career Development Programs. Ability to evaluate programs, identify issues, and recommend for enhancements and/or improvements. Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships. Ability to analyze, plan, and adjust work operations to meet program requirements and objectives within available resources. 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.

How You Will Be Evaluated

Your application package (resume, supporting documents, and responses to the questionnaire) will be used to determine your eligibility, qualifications, and quality ranking for this position. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment. BASIS OF RATING: Your application will be rated under the Cut Point procedures based on the extent to which the quality, depth, and complexity of your experience and education relate to the qualification requirements. Additional points are not added for Veteran's Preference; however, Veteran's Preference is considered where applicable. Best Qualified Group: Candidates in this category possess exceptional skills and experience to exceed well above the minimum requirements Fully Qualified Group: Candidates in this category possess good skills and experience above the minimum requirements. Basically Qualified Group: Candidates in this category meet the minimum education and/or experience requirements. The resume/documents you submit must support your responses to the online questionnaire. If your application contradicts or does not support your questionnaire responses, you will receive a rating of "not qualified" or "insufficient information" and you will not receive further consideration for this job. For additional information on what to include in your resume, click here. APPRAISALS/AWARDS: Hiring Managers use objective methods and consider previous performance appraisals and awards in the selection process. Current Federal Civilian employees should list any relevant performance related rating and/or awards in your resume. Applicants who disqualify themselves will not be evaluated further. Other 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 employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants. Click here for more information. 120-Day Register: This announcement may result in a 120-day register that may be used to fill like vacancies for 120 days after the closing date. Applicants may be referred for consideration as vacancies occur. Military Spouse Preference (MSP) Eligible: MSP applicants, if determined best qualified, must be selected and placed at the highest grade for which they applied. You must include a completed copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility for MSP. Click here to obtain/download a copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist. Priority Placement Program (PPP) Applicant Eligible: PPP Applicants, if determined well qualified and selected, will be placed at the at the full performance level. You must include the applicable completed copy of the PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility as a PPP Applicant. Click here to obtain/download a copy of the applicable PPP Self-Certification Checklist (DD3145-1 through DD3145-4, select the appropriate checklist for your claimed preference). To determine the applicable PPP Self-Certification Checklist required to substantiate the eligibilities you are claiming, refer to the AF Civilian Employment Eligibility Guide located in the Required Documents section of this vacancy announcement. Direct Deposit: All federal employees are required to have direct deposit. Disabled veteran leave is available to a Federal employee hired on/after 5 Nov 2016, who is a veteran with a service-connected disability rating of 30% or more. For more information, click here. If you have questions regarding this announcement and have hearing or speech difficulties click here.