Citation 2: CIPMS PGS, PART 2 FOR NON-SUPERVISORY POSITIONS, JUN 90
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: LTC ROBERT PAWLAK
Reviewed Date: 03/06/2015
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: BELINDA MCKINNEY
Reviewed Date: 02/11/2015
Primary Work Role: VARIES
Additional Work Role 1: VARIES
Additional Work Role 2: VARIES
FLSA Worksheet: EXEMPT
FLSA Appeal: NO
Bus Code: VARIES
DCIPS PD: YES
This position description is to be used for Title 10 Excepted Service, Defense Civilian Intelligence Personnel System positions only.
Mission Category: VARIES
Work Category: VARIES
Work Level: VARIES
Acquisition Position: NO
Functional Code: 00
Supervisor Status: VARIES
PD Status: VERIFIED
CONDITION OF EMPLOYMENT:
Drug Test Required:
Financial Management Certification:
Position Designation: VARIES
Position Sensitivity: VARIES
Security Access: VARIES
Requires Access to Firearms: VARIES
Personnel Reliability Position: VARIES
Information Assurance: VARIES
Influenza Vaccination: NO
Financial Disclosure: VARIES
Enterprise Position: VARIES
Competitive Area: VARIES
Competitive Level: VARIES
Career Program: VARIES
Career Ladder PD: NO
Target Grade/FPL: 12
Career Pos 1:
Career Pos 2:
Career Pos 3:
Career Pos 4:
Career Pos 5:
Career Pos 6:
**This PD cannot be used for recruitment without further review by USASOC, DCS G1.**
Serves as an Intelligence Exercise Planner for the USASOC JADE HELM Planning team. The Exercise Planner receives guidance and direction from the Exercise Chief, who provides the general assignment objectives, highlights areas of special interest and determines priorities of work. The Exercise Planner is responsible for subsequent planning and execution of the work and reports progress to Exercise Chief in occasional conferences, while receiving guidance on unusual technical problems. Completed work is reviewed for adequacy (overall concepts rather than details) and conformance with applicable USSOCOM, Joint, and Army policies and guidance.
1. Develops, plans, coordinates, manages and monitors the overall intelligence concept of operations for Exercise JADE HELM, a USSOCOM sponsored Unconventional Exercise program. Ensures exercise development includes and nests with intelligence training objectives and the exercise concept of operations. Provides advice and assistance concerning intelligence policies, programs and projects as related to exercise development and simulations interfaces. Performs exercise architecture planning duties and maintains liaison with counterparts as required to ensure for exercise completeness and support. When required represents the JADE HELM staff at conferences and working groups. Prepares and presents briefings on all intelligence aspects of exercise development and status during command and staff directed in-progress reviews (IPRs) (40%)
2. Project Management. Establish project management processes of initiating, planning, executing, controlling and closing assigned projects. Develop and maintain project continuity files, establish exercise milestones, conduct in-progress reviews and exercise design (intelligence and threat) as required. Develop, prepare, and coordinate Intelligence Warfighting Function and threat input to exercise directives. Monitor and coordinate with SOF Component Commands, and joint manning documents to ensure the command deploys a trained and capable intelligence support staff. (25%)
3. Red Team. Serves as point of contact for threat related exercise events as required. Develops, coordinates and manages intelligence planning and execution milestones for all Intelligence Warfighting Function- supported exercise and training activities related to JADE HELM. Understand and incorporate the contemporary operational environment (COE) opposing forces doctrine into intelligence planning, the military decision making process (MDMP) and exercise/simulations concept of operations. Provide knowledge of threat doctrine and capabilities during joint intelligence preparation of the battle-space (JIPB), and the effects assessment process in plans and exercise development and execution. (20%)
4. Simulations. Design simulations architecture and exercise structure for intelligence operations. Ensure ISR capabilities are replicated within the simulation and exercise design, whether virtual, simulations driven or through master scripted events list (MSELS). Ensure a realistic intelligence flow to stimulate overall exercise objectives and integrate the full-spectrum of intelligence systems and capabilities into current battle simulation systems. (15%)
Performs other duties as assigned.
FACTOR A - ESSENTIAL KNOWLEDGE Degree A-7, 80 Points
Must have a broad knowledge of basic principles, concepts, and methodologies in the intelligence subject matters of military science, social, political, and economic affairs; fundamental knowledge and experience-based skills in research techniques, simulations and Intelligence Preparation of the Battlefield (IPB) procedures. Basic understanding of US intelligence and both Joint and Army Special Operations structure and functions at tactical, operational, and strategic levels. Knowledge of military organizations and intelligence disciplines (HUMINT, SIGINT, GEOINT, OSINT) and contemporary operational environment (COE) opposing forces doctrine as applied to intelligence planning. This experience and training is applied to the Army Special Operations Forces (ARSOF) mission and directed toward mission fulfillment. Expertise and knowledge in the management processes of initiating, planning, executing, controlling, evaluating, and closing assigned projects. Must be able to develop and maintain project continuity files, establish exercise milestones, conduct in-progress reviews to evaluate effectiveness and provide recommendations for improvement. Thorough background and demonstrable expertise in developing, planning and coordinating intelligence concept of operations for bi-lateral and joint task force type exercises. Ability to ensure a realistic intelligence flow to stimulate overall exercise objectives by integration of the full-spectrum of intelligence systems and capabilities into current battle simulation systems. Knowledge and expertise of Army and Joint Special Operations. Ability to combine operational and tactical level training and intelligence objectives with exercise objectives. Knowledge of foreign disclosure regulations. Expertise in simulation interfaces. Ability to develop intelligence and simulations architecture to support exercises. Ability to maintain liaison with personnel at all levels of command as well as national agencies. Ability to communicate factual information clearly both orally and in writing. Experience in making presentations and briefings at conferences and working groups.
FACTOR B - GUIDELINES Degree B-4, 70 Points
Guidelines include Army regulations, intelligence production manuals, SOPs, policy letters, memorandums, recent intelligence products, and verbal guidance. Guidelines are not always available or applicable to cover a specific tasking. Employee is required to use judgment in adapting and applying the guidelines for the formulation of the exercise plans, architecture and simulations. The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies in developing new projects.
FACTOR C - SCOPE OF AUTHORITY AND EFFECT OF DECISIONS Degree C-3, 50 Points
The variety of work and activities requires frequently shifting work assignments to meet the requirements of various types of exercises. The employee will have a large degree of autonomy for resolving complex technical problems based on the interpretation of regulations, practices, and procedures, making decisions, and developing exercise plans. May be required to alter work methods to meet changes in requirements and shifts in workload. Decisions result in either finished plans or the basis for supervisor to make more complex planning decisions. .
FACTOR D - WORK RELATIONSHIPS Degree D-3, 35 Points
Daily contact is required with DOD intelligence organizations. Employee establishes and maintains liaison with counterparts in U&S Commands, MACOMS, DA and national agencies. When required represents the USASOC intelligence community at conferences, working groups and interagency committees. Prepares and presents briefings on all aspects of exercise development and status during command and staff directed in-progress reviews
FACTOR E - SUPERVISION RECEIVED Degree E-3, 35 Points
The employee receives guidance and direction from the supervisor, who provides the general assignment objectives, highlights areas of special interest and determines priorities of work. The employee independently analyzes requirements, interprets policies/procedures, and develops solutions in accordance with established mission objectives. The employee works within a framework of priorities and objectives and is responsible for subsequent planning and execution of the work. Employee and supervisor develop a mutually acceptable exercise plan that identifies timelines, scope, and delineation of workloads. The employee reports progress to the supervisor and receives guidance on technical issues when required. Employee is required to complete plans, render evaluations, reports and recommendations in the form of oral, visual, and written presentations. Work environment is very dynamic and priorities constantly change. The employee may have to adjust priorities without direct supervisor input based on a variety of factors. Experience and judgment will be important in determining the correct priority. Completed work is reviewed by the supervisor for conformation to stated goals and objectives and success of plans ultimately judged by results of the exercises.
Total Points: 270 Points Range: 245-294 = GG-12
CONDITIONS OF EMPLOYMENT
1. Employee must be able to obtain and maintain a Top Secret security clearance based on an SBI with eligibility for sensitive compartmented information (SCI).
2. In accordance with Change 3 to AR 600-85, Alcohol and Drug Abuse Prevention and Control Program, employee must successfully pass a urinalysis screening for illegal drug use prior to appointment and periodically thereafter.
3. TDY Travel is required 30% or less of the time.
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
Poition duties require exercise of discretion & independent judgment.