Summary THIS IS A NATIONAL GUARD TITLE 32 EXCEPTED SERVICE POSITION. This National Guard position is for a HR OFFICER, Position Description Number D1021P01 and is part of the DE Delaware JFHQ Army National Guard. **This vacancy is advertised simultaneously with the HR Officer GS-0201-14, Title 5 vacancy# 12782448** Responsibilities 1. The incumbent serves as primary staff advisor to TAG/CG, staff elements, and operating official on matters pertaining to manpower and HR management. Develops and administers S/T/DC rules and procedures adapted from policies prescribed by the U.S. Office of Personnel Management (OPM), Department of Defense (DoD), Department of the Army (DA), and Air Force (DAF), National Guard Bureau (NGB), and other Government Agencies. Directs development of administrative regulations and procedures to provide efficient and timely accomplishment of all HR functions. Reviews incoming and outgoing correspondence with particular emphasis on compliance with all laws, policies, and related official guidance. Reviews annual reporting requirements prior to TAG/CG signature (i.e. MD 715). Ensures familiarity and compliance with DCPAS and OPM guidance. Responsible for the HR management of all Full-Time Workforce personnel dispersed throughout a S/T/DC, engaged in a variety of occupations under the Federal Wage and General Schedule pay systems as well as military pay schedules. The HR programs include providing HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Performance Management Employee/Labor Relations, Military (AGR), Position Classification and Position Management, Recruitment/Placement and Compensation, and related clerical and administrative functions for a workforce. The incumbent of this position has overall responsibility for the full range of HR management major duties and responsibilities as follows: HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Military (AGR), Performance Management and Employee/Labor Relations, Position Classification and Position Management, Recruitment/Placement and Compensation, Federal Funds Management. 2. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors, teams, etc. as appropriate. Explains performance expectations and provides regular feedback on strengths and weaknesses. Appraises performance of employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors. Approves expenses comparable to within-grade increases, extensive overtime, and employee travel. Recommends awards and changes in position classification to higher-level managers. Hears and resolves group grievances and employee complaints. Initiates action to correct performance or conduct problems and/or approves serious disciplinary actions (e.g. suspensions, removals) involving non-supervisory subordinates. Ensures documentation prepared to support actions is proper and complete. Reviews developmental needs of employees and makes decisions on non-routine, costly or controversial training needs and/or requests for unit employees. Encourages self-development. 3. Directs HRO programs and projects, and carry out assigned missions; plans, directs, coordinates, and expedites special projects and actions appropriate for each program, when tasked will undertake special studies. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, Capability Maturity Modeling, multi-module estimation, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution. 4. Responsible for mobilization planning as pertains to the requirements of the Full-Time Workforce and HR Office (HRO) responsibilities. Attends or provides representation to mobilization planning conferences/meetings. Ensures that mobilization plans are developed when mobilization plans are developed and implemented to support Full-Time Workforce personnel as needed /when directed. Develops, implements, and manages the HRO Continuity of Operations (COOP) plan to support the S/T/DC. ** Note - this is an abbreviated version of the position description** Contact HRO for a full copy of the position description (PD). Requirements Conditions of Employment Qualifications MILITARY GRADES: O-5 (Lieutenant Colonel) thru O-6 (Colonel) COMPATIBILITY: Is identified as being a member of the Delaware Army or Air National Guard. SUPERVISORY EXPERIENCE: Must have at least 1-year of supervisory experience in managing the function of the work to be performed. Experience which includes leading, directing and assigning work of personnel. SPECIALIZED EXPERIENCE: GS-0201-14 - Must have at least 1-year specialized experience and experience must be equivalent to at least the next lower grade level of GS-13. Specialized experience is experience that prepared the applicant to perform the duties of the position. The ability to plan, direct and administer all HR programs for all Army and Air National Guard (ARNG/ANG) Full-Time Workforce (Military-Active Guard and Reserve Status and Civilian-Title 5/32). The knowledge and experience to serve as the primary staff advisor to The Adjutant General/Commanding General (TAG/CG), staff elements on matters pertaining to manpower and HR management. Overall ability to supervise the following sections: HR Development, Employee Benefits, Equal Opportunity, HR Information Systems, Military AGR, Performance Management and Employee/Labor Relations, Position Classification and Position Management, Recruitment/Placement and Compensation and Federal Funds Management. Direct, coordinate, and oversee work through the deputy director and subordinate supervisors. Explains performance expectations and provides regular feedback on strengths and weaknesses. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution. EDUCATION: There is no substitution of education at the GS-12 and above. QUALITY OF EXPERIENCE: - Length of time is not of itself qualifying. Candidates' experience should be evaluated on the basis of duties performed rather than strictly on the rank of the individual; however, established compatibility criteria/assignments must be followed. The applicant's record of experience and/or training must show possession of the knowledge, skills and abilities needed to fully perform the duties of the position. Qualifications are based on your ability to demonstrate in your resume that you possess one year of the specialized experience for this announcement at a comparable scope and responsibility. To ensure all of the essential information is in your resume, we encourage you to use the USAJOBS online Resume Builder (https://www.usajobs.gov/Help/how-to/account/documents/resume/build/). If you choose to use your own resume, it must contain the following information organized by experience/position: (1) job title, (2) name of employer, (3) start and end dates of each period of employment (from MM/DD/YY to MM/DD/YY), (4) detailed description of duties performed, accomplishments, and related skills, and (5) hours worked per week (full-time employment and part-time employment will be prorated in crediting experience). Federal experience/ positions must also include the occupational series, grade level, and dates in which you held each grade level. Determining length of General or Specialized Experience is dependent on the above information. Failure to provide the above information in your resume may result in your application being found "not qualified." Do not copy and paste the duties, specialized experience, or occupational assessment questionnaire from this announcement into your resume as that will not be considered a demonstration of your qualifications for this position. Your resume serves as the basis for experience related qualification determinations, and you must highlight your most relevant and significant work experience and education (if applicable), as it relates to this job opportunity. Please use your own words, be clear, and specific when describing your work history. We cannot make assumptions regarding your experience. Education There is no substitution of education at the GS-12 and above in the 0201 series. College Transcripts (Not Required/Not Applicable) Additional Information If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency (https://www.sss.gov/RegVer/wfRegistration.aspx).