Summary Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. GS-9 The primary purpose of this position is to serve as a Human Resources Specialist, in a developmental capacity at a Major Command (MAJCOM) headquarters providing management advisory services in a wide range of human resources management (HRM) areas... Summary Continued in Duties Responsibilities Summary Continued ...such as suitability adjudication, merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, and employment performance and conduct issues as well as in other areas such as resources management, civilian deployment, and other special programs utilizing a range of common methods, principles, and practices. GS-11 The primary purpose of this position is to serve as a Human Resources Specialist, in a developmental capacity at a Major Command (MAJCOM) headquarters providing management advisory services in a wide range of human resources management (HRM) areas; such as suitability adjudication, merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, and employment performance and conduct issues as well as in other areas such as resources management, civilian deployment, and other special programs to support the command's Force Support Squadron (FSS) Civilian Personnel Sections (CPS) and command and wing/installation senior leadership. GS-12 The primary purpose of this position is to serve as a Human Resources Specialist at a Major Command (MAJCOM) headquarters providing management advisory service in a wide range of human resources management (HRM) areas; such as suitability adjudication, merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, and employment performance and conduct issues as well as in other areas such as resources management, civilian deployment, and other special programs to support the command's Force Support Squadron (FSS) Civilian Personnel Sections (CPS) and command and wing/installation senior leadership. Duties GS-9 In a developmental capacity, provides technical guidance and consultative management advisory services throughout Air Mobility Command on routine HRM subjects and issues Serves as the point of contact for DoD, AF and AMC special trophies and awards, military decorations, and civilian incentive awards programs for military members and civilian employees Carries out special projects and participates in special initiatives and studies Prepares written correspondence and other documentation GS-11 In a developmental capacity, provides technical guidance and consultative management advisory services throughout Air Mobility Command on the effective use of HRM areas Serves as a technical advisor on all aspects of the DoD, AF and AMC special trophies and awards, military decorations, and civilian incentive awards programs for military members and civilian employees In a developmental capacity, participates in studies to improve HRM programs and/or conducts research of policy on behalf of the MAJCOM implementation of HR programs in the assigned areas Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with command leadership, supervisors, customers, and co-workers and conducts or leads conferences as representative of the command GS-12 Provides strategic and technical guidance as well as consultative management advisory services throughout Air Mobility Command on the effective use of HRM to support goals and objectives and produce results that accomplish agency and command missions Serves as a technical advisor and subject matter expert on all aspects of the DoD, AF and AMC special trophies and awards, military decorations, and civilian incentive awards programs for military members and civilian employees Conducts, leads, and/or participates in studies to improve HRM programs and/or influence policy changes for the MAJCOM that typically involve long-range, complex, and often politically sensitive topics Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with command leadership, supervisors, customers, and co-workers and conducts or leads conferences as representative of the command Requirements Conditions of Employment Qualifications In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions, 0201 Series. SPECIALIZED EXPERIENCE: GS-9 Applicants must have at least one (1) year of specialized experience at the next lower grade GS-7, or equivalent in other pay systems. Examples of specialized experience include knowledge of fundamental HR methods, principles, and practices of for a broad range of agency programs; such as recruitment, performance management, classification, employee relations, awards, etc. that involve applying standard administrative tasks within occupation. Note: Your resume must show supporting details. OR EDUCATION: Applicants have successfully completed a master's or equivalent graduate degree or 2 full years of progressively higher level graduate education leading to such a degree or LL.B or J.D. in a field which demonstrates the knowledge, skills, and abilities necessary to perform the work of the position. NOTE: You must submit copies of your college transcripts. OR COMBINATION OF EDUCATION AND EXPERIENCE: Applicants have less than the full amount of specialized experience described in the job opportunity announcement; however, they have at least one year of progressively higher level graduate education, but have not obtained a master's or equivalent graduate degree. Therefore, applicants have a combination of experience and education. Note: You must submit a copy of transcripts. GS-11 Applicants must have at least one (1) year of specialized experience at the next lower grade GS-9, or equivalent in other pay systems. Examples of specialized experience include knowledge of a wide range of HR laws, precedents, principles, practices, and regulations sufficient to perform detailed analyses and draw conclusions on complex legal issues, problems, and situations using legal research methods information-gathering techniques, and analytical skill to locate and interpret appropriate precedent and substantive decisions, and/or legal opinions. Note: Resume must show supporting details. OR EDUCATION: Applicants have successfully completed a Ph.D. or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M. in a field which demonstrates the knowledge, skills, and abilities necessary to perform the work of the position, major areas of study such as Human Resources, Organizational Management, Organizational Development, Program Management, or related field of study. NOTE: You must submit a copy of your transcripts. OR COMBINATION OF EDUCATION AND EXPERIENCE: Applicants have less than the full amount of specialized experience required, but they have more than 2 years of graduate level education with a major or subject area related to the position to be filled. Therefore, applicants have a combination of experience and education. NOTE: You must submit a copy of your transcripts. GS-12 Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems. Examples of specialized experience include knowledge of a wide range of HR methods concepts, laws, policies, practices, analytical, and diagnostic methods and techniques to identify, evaluate, and recommend to management appropriate HR interventions to resolve a wide range of complex, interrelated HR method problems and issues; Knowledge of a wide range of HR laws, precedents, principles, practices, and regulations sufficient to perform detailed analyses and draw conclusions on complex legal issues, problems, and situations using legal research methods, information-gathering techniques, and analytical skill to locate and interpret appropriate precedent and substantive decisions, and/or legal opinions. 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-7 level is required to meet the time-in-grade requirements for the GS-9 level. One year at the GS-9 level is required to meet the time-in-grade requirements for the GS-11 level. One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. 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: GS-9 Knowledge of established human resources management concepts, principles, practices, and regulatory requirements sufficient to perform difficult, but well-precedented assignments Knowledge of analysis, evaluation, fact-finding, and investigative techniques in order to gather data, identify significant factors, and recommend a solution from a number of possible alternatives Knowledge of the occupation to perform studies and prepare reports, documentation, and correspondence to communicate factual and procedural information clearly Ability to learn and apply analytical investigative techniques to accomplish work in the subject-matter field Ability to communicate clearly, concisely, and with technical accuracy, both orally and in writing, as well as work in a professional manner with peers and management GS-11 Knowledge of established human resources management concepts, case law, principles, practices, and legal and regulatory requirements sufficient to research, analyze, interpret, and draw conclusions on conventional issues, problems, and situations and advise managers on appropriate responses for comprehensive military and/or civilian administrative personnel program issues Ability to conduct reviews and analyze and assess HR program operations to include identifying deficiencies; measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements Knowledge of the policies and procedures concerning agency awards and recognition programs Knowledge of established federal Human Resources (HR) laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships GS-12 In-depth knowledge of a wide range of human resources management concepts, case law, principles, practices, and legal and regulatory requirements sufficient to research, analyze, interpret, and draw conclusions on complex issues, problems, and situations and advise managers on appropriate responses for comprehensive military and/or civilian administrative personnel program issues Knowledge of the federal Human Resources Management (HRM) functions, theories, and techniques; the basic relationships of various HR disciplines; and management objectives as they apply to specific matters Skill in conducting reviews and analyzing and assessing HR program operations to include identifying deficiencies; measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements Knowledge of the policies and procedures concerning agency awards and recognition programs Knowledge of a wide range of federal Human Resources (HR) laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships Qualifications Continued in Education Education Qualifications Continued 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. ------------------------------------------------------------------------------------------------------------------------------------------------------------------------- IF USING EDUCATION TO QUALIFY: If position has a positive degree requirement or education forms the basis for qualifications, you MUST submit transcripts with the application. Official transcripts are not required at the time of application; however, if position has a positive degree requirement, qualifying based on education alone or in combination with experience, transcripts must be verified prior to appointment. An accrediting institution recognized by the U.S. Department of Education must accredit education. Click here to check accreditation. FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. ********************ADDITIONAL INFORMATION FOR ACTIVE DUTY SERVICES MEMBERS******************** ACTIVE DUTY SERVICE MEMBERS: The VOW Act requires federal agencies to treat an eligible active duty service member as a veteran, disabled veteran, and preference eligible (as applicable) when applying for civil service positions before the effective release or discharge date. Appointment of military members before the release or discharge date is permissible if the member is on terminal leave. At the time the active duty member applies for a civil position, he or she must submit a "certification" memo in lieu of a DD-Form 214, Certificate of Release or Discharge from Active Duty. Active duty members applying for a civil service position without submitting a valid certification memo or DD-Form 214 with their application will render the member ineligible for the position. The certification memo must originate from the member's military service branch on official letterhead and contain the following: Name/Rank/Grade of Service Member Branch of Armed Forces Dates of Active Service (Start and End Date(s) Expected Date of Discharge/Release from Active Duty Terminal leave start date (if applicable) Expected character of service (honorable or general) and type of separation (i.e. separation or retirement) Must be certified within 120 days of anticipated discharge Signature by, or by direction of the adjutant, personnel office, unit commander, or higher headquarters commander Note: The VOW Act provides tentative preference. If appointed, a DD Form-214 must be submitted upon receipt. Additional Information Interagency Career Transition Assistance Program (ICTAP): For information on how to apply as an ICTAP eligible click here. To be well-qualified and exercise selection priority for this vacancy, displaced Federal employees must be rated well qualified or above for this position. You must submit a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting position, grade level, and duty location. Employed Annuitants (Reemployed Annuitants): Applicants in receipt of an annuity based on civilian employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants. Click here for more information. 120-Day Register: This announcement may result in a 120-day register that may be used to fill like vacancies for 120 days after the closing date. Applicants may be referred for consideration as vacancies occur. Military Spouse Preference (MSP) Eligible: MSP applicants, if determined best qualified, must be selected and placed at the highest grade for which they applied. You must include a completed copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility for MSP. Click here to obtain/download a copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist. Priority Placement Program (PPP) Applicant Eligible: PPP Applicants, if determined well qualified and selected, will be placed at the at the full performance level. You must include the applicable completed copy of the PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility as a PPP Applicant. Click here to obtain/download a copy of the applicable PPP Self-Certification Checklist (DD3145-1 through DD3145-4, select the appropriate checklist for your claimed preference). To determine the applicable PPP Self-Certification Checklist required to substantiate the eligibilities you are claiming, refer to the AF Civilian Employment Eligibility Guide located in the Required Documents section of this vacancy announcement. Disabled veteran leave is available to a Federal employee hired on/after 5 Nov 2016, who is a veteran with a service-connected disability rating of 30% or more. For more information, click here. If you have questions regarding this announcement and have hearing or speech difficulties click here. Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the "Tax Cuts and Jobs Act of 2017" suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. When you perform a Civilian Permanent Change of Station (PCS) with the government, the Internal Revenue Service (IRS) considers the majority of your entitlements to be taxable. Visit GSA Bulletin FTR 20-04 here for additional information.