POSITION CLASSIFICATION STANDARDS USED IN CLASSIFYING/GRADING POSITION:
Citation 1: JFS ADMIN WORK IN HUMAN RESOURCE MANAGEMENT GRP, GS-0200, DTD DEC 2000
Citation 2: OPM PCS MISC ADMIN & PROGRAM SERIES, GS-301, JAN 79
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.
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: DEB BURLING
Reviewed Date: 09/19/2019
Primary Work Role: VARIES
Additional Work Role 1: VARIES
Additional Work Role 2: VARIES
FLSA Worksheet: EXEMPT
FLSA Appeal: NO
Bus Code: VARIES
DCIPS/CES PD: NO
Mission Category: VARIES
Work Category: VARIES
Work Level: VARIES
Supervisor Status: VARIES
PD Status: VERIFIED
CONDITION OF EMPLOYMENT:
Drug Test Required:
Financial Mgmt Cert:
Position Designation: VARIES
Position Clearance: VARIES
Position Sensitivity: VARIES
Sec. Clearance Level: VARIES
Sec. Access (Child Care Bkgd Check): VARIES
Requires Access to Firearms: VARIES
Personnel Reliability Position: VARIES
Information Assurance: VARIES
Financial Disclosure: VARIES
Enterprise Position: VARIES
Acquisition Position: NO
Competitive Area: VARIES
Competitive Level: VARIES
Career Program: VARIES
Career Ladder PD: NO
Target Grade/FPL: 09
Career Pos 1:
Career Pos 2:
Career Pos 3:
Career Pos 4:
Career Pos 5:
Career Pos 6:
*This is an Air National Guard (ANG) Title 5 position.* *PDR 19-04*
This position is located in the Air National Guard (ANG) Group Commanderís Support Staff (CSS). The primary purpose of this position is to administer and direct the Group Commanderís Support Staff functions(Program Management,Office Administration,Technical Administration,Unit Training Program,etc.)to ensure smooth day-to-day operations. Additionally, trains in the accomplishment of tasks set forth herein.
1. Program Management: Plans, organizes, and oversees the full complement of activities within the Group Commanderís Support Staff (CSS). Oversees Group programs to facilitate the Group and squadron commanderís vision. Keeps abreast of and briefs the Group and squadron senior Commander(s) regarding assigned program status; actual or potential problems and changes that could possibly affect the operation of the group and subordinate units. Recommends redirection of assets if necessary to achieve improved overall mission effectiveness. Oversees workflow and tasking to ensure personnel and administrative processes are completed as required. Reviews organization mission, functions, and manning requirements. Identifies requirements and initiates requests for additional resources including personnel, overtime, equipment, supplies, and space to ensure success in meeting goals and objectives. Provides advice to senior staff on significant issues and problems related to work accomplishment. Establishes metrics and analysis systems to ensure actions are timely processed, measured, and reviewed at critical points. Performs self-inspection and presents detailed and comprehensive report with any corrective action taken to supervisor. Follows-up to ensure complete and quality resolution of discrepancies. Responsible for the implementation of internal policies, procedures and execution governing administration of CSS programs. Responsible for coordination with their respective Force Support Squadron on all matters related to Commander Support Staff (CSS) manning, training, and personnel related issues. Coordinates with other organization managers and customers as appropriate.
Manages a myriad of Unit Commanderís programs to include; Drug Demand Reduction Program, Urinalysis, Voting Assistance, promotions and demotions, evaluations, separations, retirements, benefits, entitlements, retention, classification, awards, decorations, retraining, casualty, Defense Travel System (DTS), Government Purchase Card Program, Government Travel Card Program, Air Force Fitness Program, Unit Security Program, Unit Self-Inspection Program, Unit File Maintenance, Unit Health Monitor, and personnel readiness programs. Determines program eligibility, requirements and provides customers resources. Counsels personnel on program eligibility, requirements, resources, opportunities, benefits, and entitlements that affect customerís career. Responsible for program execution and tracking metrics on force management such as; assignment changes, commanderís adverse action program, sanctuary, e-records management, selective reenlistment, and bonus programs. Utilizes MilPDS, Virtual Personnel Center (vPC) records, RAW, myPers and databases; and completes military personnel status changes or updates. Tracks and reports unit health medical readiness and provides statistics to senior leadership for readiness reporting. Reviews products from Military Personnel Section, validates status and briefs members. Works with commanders and personnel to resolve discrepancies and ensures the accuracy of data. Routinely crosschecks data between military personnel data system and source documents for record accuracy. Creates, interprets, and audit management assessment products and transaction registers and identifies mismatches. Prepares and processes Article 15s, letters of reprimand, investigation reports, unfavorable information files, involuntary demotions, and separation actions. Tracks and updates duty status changes, and accountable for duty status reporting to include leave, temporary duty, hospitalization, sick in quarters and casualty reporting. Validates leave web program and suspense systems for personnel actions and correspondence. Manages unit personnel roster (UMPR). Reviews, reconciles and accomplishes corrective action on Unit Manpower Document (UMD). Maintains unitís fitness program, schedules, tracks and reports unit fitness readiness. Facilitates the unit reenlistment/extension program and prepares retention package for staffing through Force Support Squadron. Manages Unit Orders program using the Air Force Reserve Order Writing System (AROWS) and Manpower MPA Man-day Management System (M4S). Advises commanders and provides reports and statistics on personnel readiness. Prepares annual/special training orders and deployment orders. Receives order request, verifies eligibility, need for waiver, sanctuary, and/or deployment availability code. Creates order, provides member copy, and updates participation roster. Performs personnel actions by conducting in/out processing for home-station and deployed personnel, and maintains accountability. Reconciles data analysis products and ensures data accuracy of both deployed and home-station personnel. (40%)
2. Office Administration: Prepares the preparation and review of outgoing correspondence for conformance with Air Force instructions, policies, format, and assembly; for accuracy of spelling, punctuation, form, grammar; and for completeness of reports and correspondence. Reviews incoming correspondence to determine the appropriate action required and priority; referring to appropriate individual or office for response. Personally prepares response to routine inquiries; consolidates information for reports; interprets reporting requirements and implementing instructions; arranges with subordinate offices to submit response; and follows-up to meet suspense or deadline. Compiles and evaluates information for inclusion in a variety of documents and reports. Provides guidance and technical assistance to group staff regarding publications and forms preparation and processing procedures, information privacy, confidentiality, security, disclosure, and sharing of information. Assists with military personnel actions, coordinating with outside agencies and providing assistance to unit personnel and supervisors. Provides executive support to General Officers and Command Staff, to include travel arrangements, accompanying briefings, security arrangements, itinerary, travel orders and vouchers. (25%)
3. Technical Administration: Integrates Information Technology into Group Staff operations. Technical expert in Microsoft Office applications, Adobe Acrobat, Electronic Record Management, and other Air Force information systems to create, copy, edit, and print a variety of standardized documents. Prepares orders for a variety of actions (e.g., special tour, annual tour, school tour, and civilian orders) using the order writing system. Provides training and gives guidance in the preparation and publication of orders. Administers the Defense Travel System (DTS); provides training, approves e-finance process, creates profiles and pulls reports. Communicates needs for collaboration tools with Knowledge Management Center to automate processes. Designs and maintains collaborative tools; including but not limited to the Air Force Portal, SharePoint, websites and dashboards. Serves as a Unit Property Custodian. Will implement and enforce all Air Force cybersecurity policies and procedures using the guidance within AFI 33-200 instruction and applicable specialized (COMSEC, COMPUSEC, TEMPEST etc.) cybersecurity publications as unit Cybersecurity Liaison (CL). Develops methods for automating functions in the most efficient and effective manner. Uses MilPDS data to abstract, compile, and prepare a variety of personnel and historical reports using a variety of formats (e.g., statistical and narrative) for senior management decision making. (20%)
4. Unit Training Program. Assists the Unit Training Manager in managing the unit training program and all subsequent listed duties within this section. Serves as focal point for all Career Development Course (CDC) waivers. Orders and issues CDCs and processes CDC waivers. Tracks progression, and schedules End of Course (EOC) exams. Documents and reports CDC failures to Force Development Flight. Prepares AF IMT 2096, Classification/On-the-Job Training Action, affecting AFSC Special Experience Identified (SEI), or Upgrade Training (UGT) status. Ensures eligibility and completion of training requirements. Schedules, conducts and documents (memorandum for record) work center visits and follows up on corrective action. Briefs the Group Commander at least quarterly on the Status of Training (SOT). Processes classification actions for unsatisfactory progress in upgrade/qualification training. Documents Commander Recommendations. Prepares and conducts training review board and maintenance training review board. Responsible for overall management of OJT program for the Group and oversight of subordinate unitís OJT program utilizing AFTR, TBA and/or PEX. Conducts Staff Assistance Visits (SAV) and identifies root cause of deficiencies and recommends corrective actions for process improvements. Administers Education, Training and Distance Learning Programs. Manages Ancillary Training in Advanced Distributed Learning Service (ADLS). Forecasts and schedules ancillary training in ADLS, and reports ADLS training statistic to Base Education and Training Office (BETO). Submits a formal school forecast. Researches source for status and content and verifies individual/course meets requirements. Contacts Non-air Force sources to satisfy requirements. Coordinates formal training. Solicits training requirement, receives, processes and forwards formal training Report on Individual Personnel (RIPs) to appropriate personnel. Receives and forwards formal training RIPs to appropriate agency and clears suspense. Processes formal school training requests; reviews requirement/eligibility, processes requests, requests skill level, medical and other waivers, processes cancellations/changes and substitutions. Tracks and coordinates field evaluation of formal training or occupational measurement surveys. Develops methods to track surveys, provides background information to unit personnel, tracks survey, and verifies survey completion. Prepares training budget. Identifies training requirement, develops forecast, and training requirement spend plan. Retrieves or requests recurring report or data report. Assists with developing work center training folder. Develops master task listing and master training plan. Provides training and assistance with the Air Reserve Component Network (ARCNet). Reviews newly assigned airmen qualification and training status actions. (10%)
5. Serves as the organizational point of contact and liaison with the Force Support Squadron (FSS). Assists in administering and monitoring personnel resource requirements. Compiles personnel transactions according to the specific, established requirements of each case. Independently determines the steps and procedures necessary to perform the full range of clerical processing functions associated with personnel liaison assignments. Serves as central point of contact to provide authoritative explanations of personnel-related requirements, instructions, and procedures and to assist in resolving operational problems involving all functional areas of personnel. Serves as central point of contact to provide authoritative explanations of personnel-related requirements, instructions, and procedures and to assist in resolving operational problems involving all functional areas of personnel. Serves as an effective relay between the personnel office and management as needed. Refers questions on difficult or complex issues to appropriate servicing specialist. Effectively ensures the accuracy and quality control of all documentation affecting manpower and personnel transactions. Receives and reviews all new and changed data relating to military personnel. Provides guidance and training to subordinate offices on applicable time keeping programs and processes. Assists with Air Force Personnel Accountability and Assessment System (AFPAAS). Submits request for copy of member records to FSS and assists member with self-service application to perform duty history or service date changes/corrections. First level liaison with base agencies such as Finance and Communications. (5%)
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 Ė 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, Physicianís 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: Administrative Exemption.
CONDITIONS OF EMPLOYMENT & NOTES:
1. Must be able to obtain and maintain the appropriate security clearance of the position.
2. This position is covered by the Domestic Violence Misdemeanor Amendment (30 Sep 96) of the Gun Control Act (Lautenberg Amendment) of 1968. An individual convicted of a qualifying crime of domestic violence may not perform the duties of this position.
3. Ability to establish effective professional working relationships with coworkers and customers, contributing to a cooperative working environment and successful accomplishment of the mission.
4. May occasionally be required to work other than normal duty hours; overtime may be required.
5. This position is designated as Essential Personnel and may be subject to duty in preparation for, or in response to, a state emergency or disaster declaration. This designation will not exceed 14 calendar days per year unless otherwise approved in advance by the TAG.
FLSA: Administrative Exemption. DCPDS Info Supervisory Level: 8 Position Sensitivity: Non-Critical Sensitive CyberSecurity Code: NA FM Certification Code: NA Drug Test: No Comp Level Code: J1CB
A. Title, Series, and Grade: Human Resources Specialist (Military), GS-0201-09
1. USOPM JFS FOR ADMINISTRATIVE WORK IN THE HUMAN RESOURCES MANAGEMENT GROUP, GS-0200, DEC 2000
2. USOPM PCS MISC ADMIN & PROGRAM SERIES, GS-301, JAN 79
C. Background: This position was identified for conversion IAW National Defense Authorization Act FY17. The incumbent will administer and direct the Group Commanderís Support Staff functions to ensure smooth day-to-day operations. Additionally, trains members in the accomplishment of tasks set forth herein.
D. Pay Plan, Series, Title, and Grade Determination:
1. Pay Plan: This position has paramount requirements, knowledge or experiences of administrative, clerical, scientific, artistic, and technical work not related to trades, craft, or manual-labor work. Such positions are covered by the General Schedule (GS) pay-plan; therefore, this position is assigned to the GS.
2. Series: The GS-0201 Human Resources Management Series covers two-grade interval administrative positions that manage, supervise, administer, advise on, or deliver human resources management products or services. The purpose of this position is to administer one or more program areas within the Military Personnel Flight (i.e., Career Enhancements, Customer Service, Employments, Relocations, and/or Readiness). A broad human resources knowledge is required to perform a wide variety of work in one or more HR specialty areas. The incumbent is responsible/accountable for ensuring the program is maintained at an acceptable level. The duties meet the requirements for inclusion in the GS-0201 occupational series.
3. Title: The basic title for positions classified to the GS-0201 series is Human Resources Specialist. A parenthetical title of Military is specified for those positions involved in performing administrative work in human resources in a military environment. Thus the appropriate title is Human Resources Specialist (Military). Position may involve limited supervisory responsibilities. However, these duties are performed for less than 25% of the time and do not meet the minimum criteria for titling the position as Supervisory.
4. Grade: Factor Evaluation Statement (FES)
FACTOR 1: Knowledge Required: Level 1-6, 950 PTS
Fundamental knowledge of military human resources policies, rules, guidelines, instructions, etc. to understand the assigned program(s) and converse effectively with functional managers, advise commanders, customers, lower graded personnel, or lower echelons. Thorough knowledge of overall requirements, objectives, practices and peculiarities of the assigned program area. Ability to plan, organize work, administer, communicate effectively (both orally and in writing), meet deadlines, gather, analyze data/products, and summarize facts in order to determine adequacy and/or deficiencies of assigned programs. Knowledge and skill in application of analytical and evaluative techniques to identify, consider, and resolve issues or problems peculiar to the assigned program area. Knowledge of automated systems, personal computers, and software employed in the assigned program area to utilize the systems in developing reports, correspondence and to extract data.
Works under the supervision of the Group Commander who delegates area of responsibility and assigns duties and responsibilities. Incumbent plans and carries out assignments independently and consults with supervisor only on controversial issues or where precedents are not available. Supervisor provides general direction and broad-based methodology to be employed in accomplishing special projects. Discussions with supervisor are to resolve problems that could cause project failure to meet deadlines. Finished work is reviewed for compliance with objectives and for applying accepted practices to resolve work problems
FACTOR 3: Guidelines: Level 3-3, 275 PTS
General guidelines are available, such as Air Force and Air National Guard publications, and applicable gaining major command directives. These cover most situations, but may require judgment in application and interpretation.
FACTOR 4: Complexity: Level 4-3, 150 PTS
The work involves ongoing studies, gathering information, identifying and analyzing issues. Based on existing rules and established methods, the incumbent reviews new requirements, determines what work needs to be accomplished and the proper sequence, and develops recommendations to resolve problems encountered. Individual is responsible for day-to-day and overall operation of the element(s) to which assigned.
FACTOR 5: Scope and Effect: Level 5-3, 150 PTS
-Incumbent assesses the productivity, effectiveness and efficiency of the services provided. Work requires skill in the application of established and accepted techniques. Results affect the efficiency of the work center. Assessment and corrective actions impact services provided, affect quality, adequacy, and timeliness of the work centerís work efforts and contribute to the efficiency of the entire organization.
FACTOR 6: Personal Contacts & FACTOR 7: Purpose of Contacts: Matrix 2B, 75 PTS
Contacts are with employees, supervisors, and managers, other customers within and outside the unit, and counterparts at other units as required. Contacts are for the purpose of planning, coordinating, advising, and resolving operating system problems through joint participation with the customer.
FACTOR 8: Physical Demands: Level 8-1, 5 PTS
Work is primarily sedentary, although some physical effort or exertion may be required in the performance of duties. There may be some episodes of light lifting or prolonged periods of standing.
FACTOR 9: Work Environment: Level 9-1, 5 PTS
Work typically involves normal risks and discomforts common to an office setting. Incumbent may be required to travel in military or commercial aircraft to perform temporary duty assignments. The incumbentís regular assignments are primarily Air National Guard technician duties; however, the incumbent may also be assigned some non-technician duties.
Total Points: 1885 GS-09 Point Range: 1855 Ė 2100 Conclusion: Human Resources Specialist (Military), GS-0201-09
Classified by Deb Burling, 9-19-2019. Uploaded to Fasclass by Kevin L. Coe, 10-18-2019.