MANAGEMENT ANALYST - DIRECT HIRE AUTHORITY

Experience requirements are 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 1 year (52 weeks) of specialized experience at the next lower broadband NH-02, equivalent to the next lower grade GS-11 or equivalent in other pay systems.

Specialized experience is experience in researching, developing, and recommending new and innovative corporate policies, practices, and processes for the management of human resources; knowledge of manpower standards and requirements, and providing support services in the areas of program analysis, planning, program and budgeting system. NOTE: Due to the use of 120-day rosters, this period of experience may be completed within 120 days of the closing date of this announcement.

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 analytical and evaluative methods and techniques to accomplish long-range strategic planning for human resources and provide definitive input on proposed legislative and regulatory changes. 2.

Knowledge of USAF, AFMC. and AFLCMC organizations, programs, missions, and functions to analyze and determine human resources plans, programs, and initiatives to support customer's current and future requirements. 3.

Mastery of advanced management and organizational principles and practices along with a comprehensive knowledge of human resources functions, e.g., civilian personnel, military personnel, manpower, etc., to develop and implement integrated approaches and solutions to significant human resources concerns and issues. 4.

Ability to communicate effectively, both orally and in writing, to achieve stated positions or to make an adequate case for particular strategy which may or may not be readily accepted, but is the best solution to achieve overall AFLCMC goals. 5. Skill in adapting analytical techniques and evaluation criteria to the measurement and improvement of program effectiveness and/or organizational productivity. 6.

Ability to utilize the AFLCMC Virtual Human Resources information system to develop and utilize various reports in the analysis of human resource information necessary for strategic workforce planning. 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.

Studies the structure and/or functions of organizations with extremely interrelated work processes and functions and accurately advises or proposes solutions to improve processes and maximize mission effectiveness and resources utilization.

Designs, plans, and conducts work measurement, methods and procedures, manpower requirements utilization and engineered time standards; evaluates and implements changes to organization and resource controls/programs, and/or benchmarking studies complex, interrelated substantive work processes or functions.

Provides complex management support services in the areas of program cost analysis, annual/multi-year/long range fiscal planning (e.g., Defense Planning Guidance (DPG), Planning, Programming, and Budgeting System (PPBS) cycles and development of annual work plan(s), and/or commercial activity for organization(s) whose operations are interrelated and unstable.

Briefs organization leadership and serves as human resources advisor/expert representing the Division and Directorate at high level meetings, conference and work shops.