SUPERVISORY HUMAN RESOURCES 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: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems. Examples of specialized experience includes directs programs that perform complex administrative work.

Program segment and work directed typically have coverage which encompasses Talent Acquisitions Air Force wide programs; plans and schedules work to be accomplished by subordinates, sets and adjusts short-term priorities; assigns work in consideration of employee skills and mission requirements; develops performance standards and rates subordinates' performance; advises employees on work and administrative matters; implements methods and procedures to improve organizational performance; and identifies and provides for employee training and development.

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-12 level is required to meet the time-in-grade requirements for the GS-13 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: 1.

Knowledge of Manpower, Personnel, and Services functions, operations, policies, procedures, and practices and the concepts, theories, and practices of the specialist work performed in the subordinate organizations. 2. Knowledge of the AF organizational structures to effectively implement policy and develop guidance, standards, and procedures that affect AF wide personnel (military, civilians, dependents, retirees etc...). 3.

Knowledge of personnel management, EEO, and safety and security regulations, practices, and procedures. 4. Skill in planning, organizing, and directing the functions and mentor, motivate, and appraise the staff of an organization. 5. Ability to analyze, plan, and adjust work operations of one or more organizational segments to meet program requirements and objectives within available resources. 6.

Ability to collaborate at appropriate levels with organizations both inside and outside AFPC, the Air Force, DoD and its agencies, and the Federal Government. 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 As Section Chief plans, organizes, and oversees the end-to-end processes and programs across AFPC Directorates for the Talent Acquisition Section through a matrix relationship. Ensures collaborative teaming and communications across AFPC Directorates, elevates issues through the chain of command and the AFPC Governance processes to ensure buy in and compliance with programmatic initiatives, changes, etc. across Directorates. Manages the development of long-range plans, programs, training, and procedures.

Develops program goals and objectives that support AF objectives and mission requirements. Recommends, establishes, revises, or reviews policies, procedures, mission objectives, and organization design for the staff to eliminate work problems or barriers to mission accomplishment. DUTY 2 Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management.

Selects or recommends selection of candidates for vacancies, promotions, details, and reassignment in consideration of skills, qualifications, and mission requirements. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate workers performance ensuring consistency and equity in rating techniques.

Recommends awards when appropriate and approves within-grade increases. Hears and resolves employee complaints and refers serious unresolved complaints to higher level management. Initiates action to correct performance or conduct problems. DUTY 3 Represents the Talent Acquisitions Section to AFPC, the Air Force, DoD, and its agencies, the Federal Government and/or industry organizations.

• Establishes, develops, and maintains effective working relationships with internal and external customers, such as Career Field Teams, MAJCOM/COCOM, Air Staff, or Manpower representatives.
• Meets with key customers, AFPC peers, and coordinating officials to assess customer satisfaction, explain organization policy and procedures, and resolve problems that arise.
• Provides or ensures that subordinates provide customer guidance and training.

Participates in special projects and initiatives and performs special assignments. Identifies the need for special projects and initiates milestones and goals. Evaluates reports and metrics by analyzing facts and performing appropriate research and prepares detailed responses. DUTY 4 Plans and implements the Talent Acquisition Section quality and self-evaluation program.

Makes periodic and comprehensive assessment and evaluation of program goals and objectives to provide a basis for long-range planning to enhance the organization's delivery of services. Develops procedures and guidance for review of quality and progress of initiatives and programs. Strives to improve programs and increase efficiencies by analyzing performance and identifying ways to improve work processes. Develops procedures to meet future program needs.

Makes necessary modification to policies and procedures to enhance program effectiveness, correct deficiencies, and ensure compliance with goals and objectives.