HUMAN RESOURCES SPECIALIST (CLASSIFICATION)

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. Please refer to Duties section for Summary statement. Summary Statement: The primary purpose of this position is: Serves as classification subject matter expert in developing Standard Core Personnel Documents (SCPDs) that set precedence for the Air Force classification program that impact agency-wide classification determinations. Also serves as an advisor for assigned Career Fields (CFs), providing classification guidance on SCPD use, development, and precedence. Serves as POC and provides advice to Air Staff; Career Field Managers (CFMs); staff of Air Force Personnel Center (AFPC) Career Field Management Teams (CFMTs); AFPC officials and human resources (HR) staffing and classification specialists; and supervisors, managers, and human resources personnel across the AF. Duties: Provides expert advisory and consultative services to senior leadership, program managers, on significant position classification problems or issues for every functional career field across the Air Force. Maintains and ensures agency-wide position classification accuracy and consistency in interpreting and applying position classification standards. Subject matter expert for assigned career field, providing expert advisory services to, supervisors, employees, personnelist, to include senior level classifiers, and MAJCOMs. Prepares reports and statistical information for use by other specialists and supervisors, performs other special projects regarding the development and usage of SCPDs, and may perform additional classification taskings as needed. 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, GS-0201 Series. 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 mastery knowledge of position management and management advisory services sufficient for applying new analytical developments, methodologies, and research findings to broad studies of an unprecedented nature which impact management advisory and position management services. Expert knowledge of a wide range of federal .HR laws, executive orders, regulations, policies, directives, instruction, and concepts governing HR functions, and other programs that relate classification issues to overall HR and Command management processes. Mastery knowledge of Federal HR classification philosophy, concepts, principles, methods, practices, programs, techniques, laws, and Executive Orders sufficient to serve as a Position Classification program manager for N&NC. Comprehensive knowledge of the DoD, JS, OPM USAF, and Service component classification, HR and position management doctrine, concepts, principles, instructions, directives, and regulations sufficient to direct and/or lead broad studies involving major program and policies that affect the COCOM's. 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: Knowledge of the full range of federal classification and federal personnel management laws, executive orders, functions, theories, and techniques and the interrelationship of the various personnel disciplines. Knowledge of agency, management and installation objectives, missions, and operating programs and the implications on command and/or agency personnel management programs and organizations. Knowledge of the methods and techniques of fact finding, analysis, and resolution of complex problems and the development of concrete action plans to analyze organization and operational problems. Ability to use a computer to retrieve data, create reports and queries, utilize email, and operate basic word processing functions. Ability to maintain effective relationships with management officials, co-workers, and others to ensure cooperative resolution of problems and provide effective coordination of activities. 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. 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