Back Print   Export to MS Word 
Army Seal Logo
ARMY POSITION DESCRIPTION
 

PD#: DZ499717

Sequence#: VARIES

Replaces PD#:   

RANGE OFFICER

GS-0301-13

Organization Title:

POSITION LOCATION:

Servicing CPAC: FORT GORDON, GA

Agency: VARIES

Installation: VARIES

Army Command: VARIES

Region: SOUTH CENTRAL

Command Code: VARIES

POSITION CLASSIFICATION STANDARDS USED IN CLASSIFYING/GRADING POSITION:

Citation 1: OPM PCS MISC ADMIN & PROGRAM SERIES, GS-301, JAN 79

Citation 2: OPM GENERAL SCHEDULE HRCD-5 JUNE 1998, APRIL 98

Citation 3: OPM PCS FACILITY MGMT SERIES, GS-1640, JUN 73

Supervisory Certification: I certify that this is an accurate statement of the major duties and responsibilities of this position and its organizational relationships, and that the position is necessary to carry out Government functions for which I am responsible. This certification is made with the knowledge that this information is to be used for statutory purposes relating to appointment and payment of public funds, and that false or misleading statements may constitute violations of such statutes or their implementing regulations.

 

Supervisor Name: THOMAS I. FITZPATRICK

Reviewed Date: 07/17/2019

Classification Review: This position has been classified/graded as required by Title 5, U.S. Code in conformance with standard published by the U.S. Office of Personnel Management or if no published standards apply directly, consistently with the most applicable published standards.

 

Reviewed By: TAMMY KETTERER

Reviewed Date: 02/02/2018

POSITION INFORMATION:

Cyber Workforce:

  • Primary Work Role: VARIES
  • Additional Work Role 1: VARIES
  • Additional Work Role 2: VARIES

FLSA: EXEMPT

FLSA Worksheet: EXEMPT

FLSA Appeal: NO

Bus Code: VARIES

DCIPS PD: NO

  • Mission Category: VARIES
  • Work Category: VARIES
  • Work Level: VARIES

Acquisition Position: NO

  • CAP:  
  • Career Category:  
  • Career Level:  

Functional Code: 00

Interdisciplinary: NO

Supervisor Status: VARIES

PD Status: VERIFIED

CONDITION OF EMPLOYMENT:

Drug Test Required: VARIES  

Financial Management Certification:

Position Designation: VARIES

Position Sensitivity: VARIES

Security Access: VARIES

Emergency Essential:   

Requires Access to Firearms: VARIES

Personnel Reliability Position: VARIES

Information Assurance: VARIES

Influenza Vaccination:  

Financial Disclosure: VARIES

Financial Disclosure: YES **  

Enterprise Position: VARIES

POSITION ASSIGNMENT:

Competitive Area: VARIES

Competitive Level: VARIES

Career Program: VARIES

Career Ladder PD: NO

Target Grade/FPL: 13

Career Pos 1:    

Career Pos 2:    

Career Pos 3:    

Career Pos 4:   

Career Pos 5:    

Career Pos 6:   

POSITION DUTIES:

SUPERVISORY CONTROLS:

Works under general supervision of the Director of Plans, Training, Mobilization, and Security (DPTMS) who provides general policies, priorities, and objectives. The incumbent is relied upon to manage the installation's Range and Training Area Complex and personnel; coordinate the work with other agencies as necessary; enforce range safety measures; and take independent action to resolve conflicts related to the use of range facilities. The work is evaluated through the determination of the caliber of administration, management, soundness of decisions and actions, compliance with statutory and regulatory guidance, correspondence, staff studies, reports, and oral briefings and command presentations.

MAJOR DUTIES:

1. Plans, directs and supervises training ranges and land comprised of professional, operational, and technical contractors and civilian employees. Plans, directs and manages the operation through subordinate supervisors and key personnel. In coordination with Director, DPTMS, develops organization structure to include staffing, equipment requirements, internal alignment, and delegation of authority and reviews structure and requirements to assure the organization will meet current and future training requirements and densities. Once approved, takes action to establish jobs, and determine special qualification requirements and shift responsibilities. Decides on problems presented by subordinate staff and training complex users as dictated by regulation local command, directorate and division policy or guidance. Provides guidance, technical support, management controls and developmental training for staff members, Leads meetings to discuss plans, budgets, personnel requirements and utilization, and to provide tasking. Makes decisions on group and individual employee grievances, reviews and takes necessary action on disciplinary problems not resolved by subordinate supervisors. Reviews performance requirements established by supervisors for consistency and equity and assures safe work practices are followed. Assures workforce is properly oriented, trained, disciplined and counseled. Incumbent manages employee hazardous/environmental pay program. Incumbent makes final selection of supervisors and key personnel. Reviews plans, training schedules, progress reports, preventive maintenance schedules/records, supply and equipment requirements, and similar records to appraise the effectiveness of the Workforce. Incumbent initiates action for performance improvement or needed training.

(Approx. 25%)

2. Serves as advisor to the DPTMS and Division Staff on all matters pertaining to the use of installation range facilities and training land. Serves as advisor to staff sections and commanders of Active Reserve, and National Guard components from US Armed Services stationed at the installation, including three General Officer Headquarters from three different Army Commands, three Two Star General HQs at the Gillem Enclave, and to Reserve Component units in the surrounding supported state areas, with regards to the conduct of, and the safety and environmental requirements involved in land use, live fire and combined arms exercises. Responsible for the timing coordination, and safety of directed live firing and non-live fire exercises to include helicopter gunships, troop carrying helicopters, maneuver troops, and artillery, aviation, mortars, and ground weapons fire. Advises on matters pertaining to safety in the firing of live ordnance. Coordinates all environmental and range safety matters within the Range Complex and is authorized to take whatever action Coordinates directly with Explosive Ordnance Disposal detachment to remove/destroy munitions found on the installation, including management of a Depleted Uranium Dud Site in the Artillery Impact Area. Conducts initial investigations into violations of safety or accidents involving live-fire incidents, reporting findings to appropriate agencies. Conducts environmental awareness briefings for newly assigned personnel, staff members and commanders. Provides coordinated Range Operations support to mobilizing and deploying forces from all Army components.

(Approx. 30%)

3. Develops, prepares, and revises the installation's Range Regulations, Programs, and SOPs as required. Reviews correspondence pertaining to the operation and scheduling of ranges and training areas, and ensures timely preparation and dissemination of firing notices to appropriate local agencies. Plans and coordinates the use of range facilities for other than military training with agencies such as Timber Harvest, Environmental, Fish and Wildlife Management, outdoor Recreational Services, DPW, and civilian agencies. Plans for mission accomplishment considering facilities, equipment, manpower capabilities, and budget limitations. Develops budget of over 3 - 8 million dollars annually, manpower requirements for mission accomplishment, and justification for submission to DPTMS. Manages and coordinate with Contracting Officer's Representative (COR) for the Range development projects. Coordinates Military Construction (MILCON) requirements with the Directorate of Public Works (DPW) Construction Planning Group. Designs new ranges, adapting design to local terrain and training objectives, plans and coordinates with DPW for new construction or modification of existing facilities to include selection of sites, establishment of safety zones, and designation of impact areas. Recommends priorities for construction, prepares work order requests for modification or renovation. Reviews site plans for design, general layout, and safety or requested nonstandard ranges to assure compliance with established safety, security, and environmental data to DPW on training facility changes which affect air, water, and/or noise pollution levels. Monitors construction of new ranges, modifications, and modernization to ranges by contractors to ensure construction meets design requirements and safety standards. Participates in meetings concerning environmental protection and preservation. Ensures timely and adequate Restoration & Maintenance (R&M) and Strategic Management Program (SMP) maintenance of range facilities and target systems assigned to Range control by assigned maintenance section, Logistics Readiness Command (LRC) and DPW representatives. Represents Range Division at meetings concerning construction and improvement to installation roads, highways, power lines, access points, environmental and endangered species.

(Approx. 30%)

4. Carries out functions which include, but are not limited to: Installation Air Traffic & Airspace (AT&A) Officer duties; Range Complex Master Plan (RCMP) functional administrator; project officer for Senior Commanders Installation Needs & Issues (SCINI) for all Training Service Support (TSS) requirements; Budget Manager for MDEP VSCW and TATM that plans for and make changes in the organization restructuring, reorienting, recasting immediate and long range goals, objectives, plans, and schedules to meet substantial changes in program authority, and funding. Work to achieve efficient and economical operations within allowable cost, staffing levels, and policies established by higher levels of supervision. Develops and reports to higher levels of supervision, estimates of budget requirements based on past experience, anticipated work load and the production capability of the unit. Track and report all input to Common Levels Service/Service Support Program (CLS/SSP), Installation Status Report (ISR) reports and Performance Assessment Review (PAR) within the Strategic Management System for Range and ITAM programs. Recommends and justifies to higher authority changes that may increase costs or jeopardize the status of employee tenures, limit services rendered, or affect work outside own activity.

(Approx. 15%)

Performs other duties as assigned.


SUPERVISORY FACTOR EVALUATION:

FACTOR 1. PROGRAM SCOPE AND EFFECT. LEVEL 1-3, 550 POINTS

Serves as Range Officer at a Class 2 military installation, exercising first and second line supervisory responsibilities for 50+ civilian work force engaged in a variety of administrative, technical, trades and crafts. Provides oversite for all Sustainable Range Program (SRP) that has two main Core functions: Range Training Land Program (RTLP) and Integrated Training Area Management (ITAM). The installation's Range Complex consists of 45,000 acres that consist of 51 training areas, 22 live ranges and various other training facilities to include supporting Gillem Enclave. Manages the installation 10-year Range Development Plan (RDP), the Range Complex Master Plan (RCMP), the Senior Commander Installation Needs and Issues (SCINI) Application, the Army Range Requirements Model (ARRM). Serves as the air traffic and airspace manager for control of restricted airspace up to 16,000 feet.

Directly affects all Installation Training Complex activities, functions, or services accomplished directly and significantly impact all Installation activities, the work of other agencies, or the operations of outside interests , the work directly involves and substantially impacts the provision of essential support operations to numerous, varied, and complex technical, professional, and administrative functions within the Range Complex.

FACTOR 2. ORGANIZATIONAL SETTING. LEVEL 2-1, 100 POINTS

This position is two or more reporting levels below a Major General level (Installation Commander).

FACTOR 3. SUPERVISORY AND MANAGERIAL AUTHORITY EXERCISED. LEVEL 3-3B, 775 POINTS

Serves as a second level supervisor with several subordinate supervisors and leaders. The position meets those elements described for credit at 3-2c and all 15 factors within para 3-3c described for second level supervisors.

FACTOR 4. PERSONAL CONTACTS.

SUBFACTOR 4A. NATURE OF CONTACTS. LEVEL 4A-3, 75 POINTS

Contacts are with Installation Senior Commanders/Leaders, HQDA, IMCOM, TRADOC, USARC, MEDCOM, INSCOM, FORSCOM, the FBI, local and state law enforcement departments and agencies, all levels of military personnel, and civilian, and contractor employees on the installation, and the Gillem Enclave, National Guard Units, Army Reserve Units, other installations. Contacts can be formal, informal, in scheduled and unscheduled meetings, or telephonically.

SUBFACTOR 4B. PURPOSE OF CONTACTS. LEVEL 4B-3, 100 POINTS

The purpose of contacts is to justify, defend, or negotiate in representing the project, program segment(s), or organizational unit(s) directed, in obtaining or committing resources, and in gaining compliance with established policies, regulations, or contracts. Contacts at this level usually involve active participation in conferences, meetings, hearings, or presentations involving problems or issues of considerable consequence or importance to the program or program segment(s) managed.

FACTOR 5. DIFFICULTY OF TYPICAL WORK DIRECTED. LEVEL 5-5, 650 POINTS

The base level of the work performed is GS-9. There are several subordinate WS and WG positions which would equate to the GS-9 level of responsibility, if converted to GS positions. The 25%-total workload requirement is met by this position for credit at the GS-9 level.

FACTOR 6. OTHER CONDITIONS. LEVEL 6-4B, 1120 POINTS

The position performs supervision and oversight which requires substantial coordination, integration, and consolidation of a number of major work assignments. In addition the position directs subordinate supervisors and/or contractors who each direct subordinate workloads comparable to the GS-9 or GS-11 level of responsibility.


TOTAL POINTS: 3370
POINTS RANGE: (3155 - 3600) = GS-13

 
** Incumbent is required to submit a Financial Disclosure Statement, OGE-450, (5CFR Part 2634, Subpart I USOGE, 6/08). Executive Branch Personnel Confidential Financial Disclosure Report upon entering the position and annually, in accordance with DoD Directive 5500-7-R, Joint Ethics Regulation, dated 23 March 2006.


Fair Labor Standards Act (FLSA) Determination = (EXEMPT)

 

1. Availability Pay Exemption - (e.g., Criminal Investigators, U.S. Customs and Border Protection pilots who are also Law Enforcement Officers).

 

2. Foreign Exemption - (Note: Puerto Rico and certain other locations do not qualify for this exemption – See 5 CFR 551.104 for a list of Nonexempt areas.)

 

3. Executive Exemption:

    

a. Exercises appropriate management responsibility (primary duty) over a recognized organizational unit with a continuing function, AND

    

b. Customarily and regularly directs 2 or more employees, AND

    

c. Has the authority to make or recommend hiring, firing, or other status-change decisions, when such recommendations have particular weight.

 

4. Professional Exemption:

    

a. Professional work (primary duty)

    

b. Learned Professional, (See 5 CFR, 551.208 ) (Registered Nurses, Dental Hygienists, Physician’s Assistants, Medical Technologists, Teachers, Attorneys, Physicians, Dentists, Podiatrists, Optometrists, Engineers, Architects, and Accountants at the independent level as just some of the typical examples of exempt professionals). Or

    

c. Creative Professional, (See 5 CFR, 551.209 ) (The primary duty requires invention and originality in a recognized artistic field (music, writing, etc.) and does not typically include newspapers or other media or work subject to control by the organization are just some examples of Creative Professionals). Or

    

d. Computer Employee, (See 5 CFR, 551.210 ) ( must meet salary test and perform such duties as system analysis, program/system design, or program/system testing, documentation, and modification). Computer manufacture or repair is excluded (non-exempt work).

 

5. Administrative Exemption:

    

a. Primary duty consistent with 5 CFR 551 (e.g.; non-manual work directly related to the management or general business operations of the employer or its customers), AND job duties require exercise of discretion & independent judgment.

  FLSA Conclusion:
  Exempt
  Non Exempt


FLSA Comments/Explanations:

Primary duty is management of a federal agency or any subdivision thereof (including the lowest recognized organizational unit with a continuing function). Customarily and regularly directs the work of two or more other employees. Has the authority to hire or fire other employees or make suggestions and recommendations of particular weight as to the hiring, firing, advancement, promotion, or any other change of status of other employees.


CONDITIONS OF EMPLOYMENT & NOTES:

CONDITIONS OF EMPLOYMENT:

- May require a clearance.

- Must obtain and maintain a valid state and government driver’s license.

- This position has been designated “Mission Essential”. In the event of severe weather conditions or other such emergency type situations (natural or man-made disaster) the incumbent is required to report to work or remain at work as scheduled to support mission operations.
_______

RELATED INFORMATION:

Assigning to the incumbent major duties or responsibility levels other than those identified on this official position description (PD) for a period exceeding 30 days constitutes a misassignment and must be corrected immediately. Incumbents are entitled only to the salary of the position to which they are appointed, regardless of the duties actually performed – back pay is not available as a remedy for misassignment (5 USC 5596(b)(3)). If the incumbent’s assignments cannot be limited to those described in this PD, the appropriate operating official must submit a Request for Personnel Action (i.e., SF-52) to effect one of the following: 1) rewrite the PD; 2) assign the unrecorded duties to other existing PDs in the organization; 3) assign the unrecorded duties to a new PD and detail or temporarily promote the employee to it; or 4) competitively recruit for and fill a new PD. If the unrecorded duties will not be added permanently to a PD, they should be rotated every 30 days among other positions to prevent misassignment. Failure to follow these procedures constitutes a violation of Merit System Principles (5 USC 2301(b)).



POSITION EVALUATION:

Not listed.