Program Analyst (Recruiting)

In order to qualify for this position, you must meet the requirements described below.

You may qualify at the GS 14 level, if you fulfill the following qualification requirement: One year of specialized experience equivalent to the GS 13 grade level in the Federal service (experience may have been gained in the private sector) that demonstrates your ability to: 1) Analyze military recruiting or enlisted accession programs to evaluate program effectiveness, resource utilization, and compliance with applicable laws, regulations, and policies; 2) Develop or recommending changes to military recruiting or accession policies and procedures based on program evaluations, legislative requirements, or operational needs; AND 3) Prepare written analyses and briefings to advise senior leaders on military recruiting or accession issues and coordinating recommendations with internal and external stakeholders.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). You will receive credit for all qualifying experience, including volunteer experience.

All qualifications and education requirements must be met by the closing date of this announcement and clearly documented in your resume.Your resume may not exceed two (2) pages. For qualifications determinations, it is recommended that applicants include their months and hours worked per week for each employment listed on their resume. If a determination is not able to be made about the duration of your creditable experience for qualification requirements, you will be removed from consideration.

Read more about what should I include in my federal resume at https://help.usajobs.gov/faq/application/documents/resume/what-to-include ACTIVE DUTY SERVICE MEMBERS: Federal agencies treat active duty service member as veterans, disabled veterans, and preference eligible, when they submit, as part of their application package, a "certification" of active service in lieu of a DD-214, indicating the service member is otherwise eligible and will be discharged or released within 120 days from the date of submission..

A "certification" letter should be on letterhead of the appropriate military branch of the service and contain (1) the military service dates including the expected discharge or release date; and (2) the character of service. This "certification" must include your rank, dates of active duty service, type of discharge and character of service (i.e. honorable), and date any terminal leave will begin.

It must be signed by, or by direction of, the adjutant, personnel officer, or commander of your unit or higher headquarters. Active duty members that fail to provide a valid "certification" of service with their initial application will be found "not eligible". Members may be appointed before the effective date of their military retirement/separation if they are on terminal leave.

Current or Former Political Appointees: Agencies must seek prior approval from OPM before they can appoint a current or recent political appointee to a competitive or non-political excepted service position at any level. If you are currently or have been within the last 5 years, a political Schedule A, Schedule C, or Non-career SES employee in the executive branch, you MUST disclose that to the Human Resources Office.

Time-in-grade requirements must be met by the closing date of this announcement and clearly documented in your resume.

Incumbent typical work assignments may include the following: Implements and evaluates military enlisted recruiting and accession programs. Analyzes recruiting trends, program results, and the effectiveness of resources such as advertising and enlistment incentives. Reports findings and recommends improvements. Advises senior leaders and the Military Departments on complex recruiting and accession issues.

Interprets applicable laws, regulations, and policies and recommends courses of action on matters affecting recruiting operations, funding, and personnel. Develops and recommends changes to Department-wide recruiting and enlistment policies and guidance. Coordinates policy initiatives involving recruiting resources, enlistment bonuses, student loan repayment, and recruiter irregularities.

Prepares executive briefing materials, reports, correspondence, and official responses on military recruiting and accession issues for senior leaders, Congress, oversight organizations, and other stakeholders. Analyzes proposed legislation and congressional testimony for their potential effects on military recruiting, accessions, and force readiness. Develops recommendations and prepares materials in response to congressional inquiries, audits, and inspections.