HUMAN RESOURCES 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 the DAF EEO Complaints Compliance Officer, the Senior Analyst, for DAF Final Agency Decisions (FADs) portfolio, Appeals program manager and Associate AFCARO Director.

Duties

Serves as the Department of the Air Force EEO Complaints Compliance Program Manager, responsible for operation of the DAF-level EEO compliance program and provides direct oversight of the Air Force and Space Force centrally managed appeals process for EEO complaints Serves as the Lead, Department of the Air Force EEO Complaints Appeals Program Serves as Senior Analyst and Reviewer. Reviews and analyzes discrimination complaint cases submitted to AFCARO and/or reviews decisions written by subordinate level FAD writers Serves as a senior analyst and lead panel member for the Air Force Review Boards Agency(AFRBA), providing expert analysis and review of complex and controversial cases appealed to the Air Force Review Boards Agency (AFRBA), ensuring consistent application of law, policy, and precedent across all AFRBA boards 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 include mastery knowledge of advanced human resources and Federal Equal Employment Opportunity principles, practices concepts, and procedures affecting the Federal Sector appellate systems indiscrimination complaints, adverse action appeals, and administrative and negotiated grievance functions to be able to render Final Agency Decisions and acceptability determinations. Mastery knowledge of the concepts, principles, and methods of Federal Equal Employment Opportunity to analyze and advise on complex systemic problems for an agency. Mastery knowledge of advanced human resources management (HRM) principles, concepts, regulations, and practices, analytical methods and techniques, and seasoned consultative skill sufficient to resolve HRM problems not susceptible to treatment by standard methods. Extensive knowledge and expertise in staffing, employee relations, labor relations, and position classification functional areas to determine whether any procedural, regulatory, or programmatic errors occurred in the personnel practice, policy, or procedures and recommend appropriate changes. Expert knowledge of a wide range of civilian personnel laws, concepts, principles, and practices, as well as the ability to review, analyze, and resolve difficult and complex problems involving Federal employment and merit promotion principles, laws, regulations and policies; and advise other subordinate analysts and field/installation personnel.-Expert knowledge on matters involving statutory entitlement as interpreted by the Office of Personnel Management, the Equal Employment Opportunity Commission, Merit System Protection Board, Comptroller General, and the Federal courts.-Thorough knowledge of the USAF Civilian and Military Equal Opportunity Program. Thorough knowledge of Department of Defense, Joint activities, Air Force, and commands' organizational structures and functions. 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 resources management such as Title 5 of the Code of Federal Regulations (C.F.R.), Merit System Principles, and Prohibited Personnel Practices established by the Civil Service Reform Act of 1978 Knowledge and understanding of the entire complaint process under 29 C.F.R. Part 1614, EEOC Management Directive (MD) 110, AFI 36-2706, and the appeal and grievance process of AFI 36-1203 Knowledge and skill in written and oral communication to prepare and present briefings, issues and recommendations; to provide clear and thorough advice and assistance to other analysts, assuring consistency with prior agency decisions and precedents Knowledge of HR functions such as staffing, employee management relations, and other functional areas of civilian personnel management to determine procedural, regulatory or programmatic errors in the practice which led to a complaint or grievance Skill and ability to apply analytical skills to serve as senior/lead analyst providing technical expertise to independently gather, organize, weigh and present various kind evidence and information in support of findings, in preparation of final agency decisions, final orders, grievances and appeals Skill and ability to analyze, plan, and adjust work operations of subordinate organizational segments 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.

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. How You Will Be Evaluated

You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), your responses on the application questionnaire, and your responses to all assessments required for this position. You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics): Decision Making (Occupational Judgment Assessment (G2)) Reasoning (Occupational Reasoning Assessment) Reading (Occupational Reading Assessment) Interpersonal Skills (Occupational Interaction Assessment) 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. Cheating on an assessment may also result in your removal from consideration. 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. 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. BASIS OF RATING: The assessments for this job will also measure Knowledge, Skills and Abilities (KSA) as listed under Qualifications 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. To be considered for this position, you must complete all required steps in the process. In addition to the application and application questionnaire, this position requires an online assessment. The online assessment measures critical general competencies required to perform the job. Overstating your qualifications and/or experience in your application materials or application questionnaire may result in your removal from consideration. Cheating on the assessment may also result in your removal from consideration. ADDITIONAL INFORMATION OPTIONAL DOCUMENTS: Performance Appraisals for Current Federal Civilian Employees - Most recent performance appraisals (dated within last 3 years) showing the official rating of record signed by a supervisor. Awards for Current Federal Civilian employees - List any awards received within the last 3 years on the resume. Note: Applicant must not submit award Notification of Personnel Actions (SF50s). 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. 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.