RESOURCE MANAGEMENT SPECIALIST

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Administrative and Management Positions.

SPECIALIZED EXPERIENCE: Knowledge of the policies, practices, regulations and laws concerning civilian career field management and administration relative to human resource management; in depth knowledge of the mission, operating programs, and organizational structure of the career program's functional community related to civilian senior executive management and/or civilian strategic leadership operational, sustainment or development programs on an AF-wide basis; knowledge of financial, budget, and resource management practices and principles is required to ensure effective program management; comprehensive knowledge of policies, concepts, and procedures affecting the Air Force's functions is required in order to effectively administer assigned programs in support of the staffing and career development of career program positions and employees; wide ranging knowledge of DoD and Air Force concepts, laws, principles, practices, procedures, and standards as they apply to the functional career field at all organizational levels within the Air Force for management of the Air Force civilian senior executive cadre; and must possess general knowledge of personnel policies and practices, to include recruitment, staffing, job assessments and employee development.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-12 or higher grade (or equivalent in an alternate pay system) within the Federal Civil Service to be considered for referral. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

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: 1. Knowledge of the policies, practices, regulations and laws concerning civilian career field management and administration relative to human resource management including accessions, utilization, development, sustainment short and long-term strategic planning, data support and resource management. 2.

Knowledge of the mission, roles, functions, organizational structures and operation of the DoD, Air Force, and organizations that govern, interface with, and/or employee-management and military personnel relations at the executive level. 3. Knowledge of financial, budget, and resource management practices and principles. 4. Skill in gathering, assembling, and analyzing data/facts, developing conclusions, identifying trends, developing alternatives/solutions, and making recommendations to resolve problems. 5.

Ability to work effectively with others in work groups, meetings, conferences, seminars and interviews. 6. Ability to communicate effectively, both orally and in writing; negotiate complex issues and manage simultaneous taskings in a team-oriented environment. 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.

DUTY 1: Performs career broadening assignments in planning and executing Air Force Senior Executive Management. Serves as the expert and performs the full range of duties for the management of actions and policies relating to the Air Force civilian senior executive cadre.

Applies broad knowledge of senior executive management and leadership concepts in providing advice, guidance and assistance to functional managers assuring compliance with regulatory and statutory requirements in the administration of executive leadership management programs. Applies a wide range of qualitative and quantitative methods in assessing the effectiveness or improvement of the Air Force's operational executive leadership concept and/or executive performance management program.

Conducts recurring reviews of AF policies to ensure currency and compliance with latest guidance. Ensures timelines and deadlines are met as established by AF or Office of the Secretary of Defense (OSD) policy, Office of Personnel Management (OPM) and Office of Management and Budget (OMB) regulations. DUTY 2 Develops and implements policies, programs and procedures for the assigned AF civilian personnel program or programs.

Consults with major command (MAJCOM), combatant command (COCOM), civilian personnel servicing centers and field activities as appropriate. Coordinates with national headquarters of those federal labor organizations having national consultation rights. Develops or oversees the development of program guidance for AF. Participates with DoD and OPM in the development of DoD or federal-wide program procedures and guides.

Formulates the AF position on legislative, regulatory and administration reform initiatives relating to assigned program. Oversees and/or participates in the development of automated systems supporting the assigned program activities. Exploits available technology to simplify administration of the program and improve program communication. Provides technical assistance to field activities and other Air Staff functions.

Prepares reports, responses to queries, justifications, and background papers on technical aspects of areas of assignment. DUTY 3 Represents the Directorate in the development of human resources strategic planning encompassing active duty, reserve component and civilian forces. Defines fundamental human resources principles to guide strategic planning, programming, policy-making, and program development efforts. Ensures human resources strategy is compatible with operational doctrine.

Effects necessary coordination with Air Staff and MAJCOMs impacted. Establishes, develops, and maintains effective working relationships with other Air Staff and Secretariat offices, the Office of the Secretary of Defense, other Defense components, federal agencies, and professional human resources societies and organizations.

Leads or participates in special studies and initiatives that form the basis of changes in strategic planning and advocates and explains the Air Force A1 position on assigned programs at conference and working level meetings to gain necessary support and cooperation for proposed initiatives.