Summary Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position is to develop procedures, implement, and manage the installation's Affirmative Employment Program (AEP) and all the Special Emphasis Programs (SEPs). Conduct comprehensive analysis of affirmative employment efforts. Responsibilities Develop procedures, implement, and manage the installation's AEP and the six SEPs: Federal Women's Program (FWP), Hispanic Employment Program (HEP), Individuals with Disabilities (IwDs), Black Employment Program (BEP), Asian American/Pacific Islander Employment Program (AAEP), and the American Indian/Alaska Native Employment Program (AIEP). Serve as the Installation Disability Program Manager. Be familiar with federal laws, regulations, and policies that protect individuals with disabilities from discrimination in all employment practices and procedures; special appointing authorities available to hire individuals with disabilities (including Schedule A, 5 CFR 213.3102(u)); reasonable accommodation obligations and procedures. Develop and evaluate the AEP and SEP goals and objectives for strategic planning and long-range implementation. Provide advice, technical oversight and guidance to all SEPMs and input to the SEPMs supervisor on the execution of the SEPM duties and oversees the development/design of the selection process for selecting SEPMs. Recommend whether SEPM(s) should be appointed on a full-time or collateral duty basis which constitutes at least 20 percent of assigned duty time. Serve as the Installation Barrier Analysis Working Group (IBAWG) chairperson. Advise management officials of triggers or barriers identified and provide recommendations on corrective actions. Conduct analysis of affirmative employment efforts to include workforce composition, outreach recruiting, employment, internal advancement, performance, employee development, discipline, and awards/recognition. The incumbent exercises authority delegated to this position by the Installation Commander to provide direction in development, implementation, enforcement, and evaluation of policies and strategies supporting affirmative employment principles, values, and goals at Columbus AFB. 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, GS-0260. SPECIALIZED EXPERIENCE: 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 includes: 1). Comprehensive and thorough knowledge of EO laws, regulations, Executive orders, federal court decisions, and issues related to the Federal Equal Opportunity program. 2). Thorough and detailed knowledge of the methods and techniques involved in fact-finding, analysis, and resolution of complex problems. 3). Knowledge of the common policies, practices, and operations of the Federal personnel system (both nonappropriated funds (NAF) and appropriated fund), and the policies and procedures for recruitment, selection, labor relations, job evaluation, and other personnel areas. 4). Knowledge of the organizational structures, management policies, procedures, and practices of federal agencies, both civilian and military. 5). Thorough understanding of the kinds of management actions and employment practices and conditions that constitute barriers to equal employment opportunity (such as improper supervisory practices) to develop staff recommendations to management. 6). Skill in advising management officials, employees, or applicants on legal and procedural AEP program requirements, various affirmative actions, special emphasis, and complaint processing programs. 7). Skill in both oral and written communication to make presentations and conduct training seminars. 8). Ability to establish effective working relationships with managers, supervisors, specialists, and employees including military personnel outside of the immediate work area and the general public representing a variety of backgrounds and differences. 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-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. 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 DoD, Air Force, MAJCOM, federal law, executive orders, and local directives pertaining to AEP programs to be able to advise the installation commander and senior managers in the accomplishment and/or resolution of the most complex concerns of Affirmative Action and Special Emphasis. Knowledge of a wide range of concepts, principles, methods and techniques of fact-finding, analysis, and resolution of complex problems and the development of concrete action plans to solve equal opportunity demographic problems and make technical recommendations for resolution. Skill in fact-finding and analysis of a variety of facts and opinions concerning controversial complex EO issues by determining meaning, relevancy, and significance of a large body of complex and interrelated pieces of information from many sources, weighing evidence, identifying problems, making conclusions and recommendations, and reporting and presenting findings. Ability to establish effective working relationships with managers, supervisors, specialists, employees, and military members and persons outside of the agency such as equal opportunity specialists and community organization representatives. Ability to communicate effectively both orally and in writing when preparing written documentation and presenting professional oral presentations. Uses tact and diplomacy in an effective manner. 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. Education ********************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.