Summary This is a National Guard Title 5 Excepted Service (Permanent) Position This National Guard position is for an Assistant Human Resources Officer, Position Description NGT5015P01 and is part of the Guam G1 Directorate of Manpower and Personnel, National Guard Responsibilities 1. The incumbent serves as a full assistant to the Human Resources Officer. The incumbent shares in and assists the Human Resources Officer with advising 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. The incumbent shares in and assists the Human Resources Officer with 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. The incumbent shares in and assists the Human Resources Officer with responsibilities 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 shares in and assists the Human Resources Officer with overall responsibility for the full range of HR management major duties and responsibilities. (40%) 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 and diversity 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. (25%) 3. The incumbent shares in and assists the Human Resources Officer with directing 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. A 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. (25%) 4. The incumbent shares in and assists the Human Resources Officer with responsibilities for mobilization planning as pertains to the requirements of the Full-Time Workforce and HR Office (HRO) responsibilities. The incumbent may attend or provide representation to mobilization planning conferences/meetings in the Human Resources Officer's absence. The incumbent shares in and assists the Human Resources Officer with development, implementation, and management of the HRO Continuity of Operations (COOP) plan to support the S/T/DC. The incumbent shares in and assists the Human Resources Officer with ensuring the HRO COOP is developed and maintained in compliance with all laws, policies, and related official guidance. (10%) 5. Performs other duties as assigned. Requirements Conditions of Employment Qualifications GENERAL EXPERIENCE: Experiences gained through civilian and/or military technical training schools with the human resources business programs are included as general experience qualifications. An applicant must have a validated understanding of the basic principles and concepts of the occupational series and grade. QUALITY OF EXPERIENCE: Qualification factors include education and competencies in the human resources program. Competencies are evaluated on the basis of duties performed. A resume package may include military and/or civilian human resources experiences and experiences in writing military and/or civilian performance reports; awarded training certificates; and official college transcripts (if applicable). A resume must clearly demonstrate the individual's possession of the competencies needed to fully perform the Series GS-0201 work, as defined in the applicable position description's specified grade, duties, and responsibilities. SPECIALIZED EXPERIENCE: Must have at least one year of specialized experiences at the GS-12 level or the equivalent in personnel and manpower core competencies: Organization Structure, Requirement Determination, Program Allocation and Control, and/or Performance Improvement. In addition to a high degree of analytical ability, applicants at this expert level must have a full range of competencies in regard to implementing and managing applicable directives, regulations, policies, merit principles and practices related to federal civilian, military, and National Guard technician personnel programs. Experienced in planning for and executing all human resources personnel programs and information systems. Must have at least 36 months specialized experience in personnel and manpower core competencies: Organizational Structures; Requirements Determination; Program Allocation and Control; and, Performance Improvement. Experienced in managing organizational structures; organizational and manpower standards; manpower resources; manpower data systems; and, commercial services to include strategic sourcing. Experienced in managing civilian or military payroll budgets, school funding allocations, and travel budgets. Experienced in managing process reengineering, continuous improvement initiatives, and management consulting services. Must be an expert in federal government programs, such as merit principles and prohibited practices. Must have a full-range of competencies in writing, designing, formatting, publishing, and presenting briefings for senior leadership at conferences, workshops, or special committee meetings. Experienced in performing the full spectrum of personnel program requirements to accomplish labor union negotiations and agreements; skilled in completing accession planning and processing; classification and position management; directing civilian or military promotions; and, analyzing human resources personnel systems reports. Competent in directing position utilization; writing awards and recognition media; writing evaluations; and conducting performance management. Experienced in managing and directing assignment and reassignment actions; directing education and training policy requirements; and, retraining procedures. Experienced in authorizing and processing retirements; skilled in conducting disciplinary actions; and, directing force development and force shaping programs. Experienced in managing human resources development programs, education, voluntary education, advanced academic education, promotion testing, and test libraries. Competent in managing and directing equal opportunity program and sexual assault prevention and response program. Highly skilled in career counseling, presenting performance evaluations, conducting educational and skill development personnel course programs, and experienced in identifying behavioral concerns, assessing culture and environmental concerns, and successful problem solving techniques and applications. Skilled in translating higher headquarters' program policies into directives, publications, policies, and training manuals. Experienced in developing, controlling, programming and allocating manpower resources in support of plans, programs, budgets and execution procedures. Competent in processing organizational change actions to activate, inactivate, redesignate, and/or reorganize structures. Experienced in conducting performance management and productivity programs; assessing and documenting organizational performance; and, advising on process improvement, best practices, and optimal performance. Experiences involved using internal controls to manage and maintain sound financial budgets and corporate standards. SPECIALIZED EXPERIENCE QUALIFICATIONS FOR THE GS-0201-13 SUPERVISORY POSITIONS: Must meet the non-supervisory GS-0201-13, PLUS have 12 months of career broadening human resources program experience in leading, planning and scheduling work in a manner that promoted smooth flow and even distribution of assigning work requirements. The individual must have experiences that included training and guiding employees on human resources military or civilian programs and assigning applicable tasks. Must have experiences in managing and supervising work functions and discipline requirements. Experienced in conducting employee performance valuations; mentoring employees; managing resources and budgets; and directing assigned work. Experienced in managing military or civilian employees on all program tasks, inspections, exercises, deployments, and/or mobilizations. Experienced in effectively and efficiently planning and scheduling work that met or exceeded work requirements and expectations. Experienced in structuring assignments to create viable procedures that resulted in measured and improved task processes. Experienced in creating and implementing improvements in mentoring programs and strategies; and, executing training applications and career development that resulted in the employees' increased performance values in quality work, timeliness considerations, and work efficiencies. Must have professional experiences and demonstrated abilities to train and mentor employees on the correct procedures and required competencies to address and resolve employee performance and/or behavior issues. Previous supervisory assignments involved improving the employees' skills and abilities through mentoring, training, and individual career development. Experienced in identifying employees' strengths and weaknesses that resulted in their increased performance values in quality work, accurate decisions, timeliness considerations, and work efficiencies. Must have expert knowledge of merit principles, equal employment, and affirmative action guidelines. Education A high school diploma or general education development (GED) diploma is required. An undergraduate degree from an accredited college/university is desired. A graduate degree from an accredited civilian academic college or from an equivalent professional military education school is optimum. Additional Information If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Services Act, the Defense Authorization Act of 1987 requires that you be registered, or you are not eligible for appointment in this agency. https://www.sss.gov/register/