Summary Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. GS-12: The primary purpose of this position is: This is a developmental position with known promotion potential to the target position of 04732, Human Resources Specialist (Information Systems), GS-0201-13. Incumbent works closely with the supervisor in performing duties identified in the full performance standard core personnel document/core document. Responsibilities Continued from Summary Section: GS-13: The primary purpose of this position is: To serve as a Headquarters (HQ), National Guard Bureau (NGB), agency-level HR Specialist (Information Systems), this position is to evaluate automated Human Resource Information Systems methods, procedures and functions. This position will identify, extract, compile, and analyze various sources of information from automated and manual resources by updating charts, preparing reports, graphics, and presentations to illustrate findings. This position will be responsible for automated platforms such as webpages, share point, and other such systems. Duties GS-12/13: Serves as a Human Resources Specialist responsible for planning, coordinating and evaluating current HR information systems. As the Human Resources Specialist, serves as the HR information systems technical expert, analyzes policy changes to define logic in order to develop and implement systems changes to support personnel servicing and management of the Title 32 Technician program for the National Guard. Develops and analyzes products and reports to determine validity and effectiveness of the HR information system data. Serves as a consultant providing analysis concerning human resource management related data. Builds strong internal relationships with Senior Leadership to understand and define crucial business objectives. The analyst identifies appropriate questions and corresponding data points for measurement. The analyst applies scientific and statistical standards to evaluate data in order to develop priority analyses and metrics Plans, develops and conducts functional system testing. Ensures that validity and quality specifications are built into testing criteria. Due to the complex nature of the Civilian Personnel Data Systems used by a number of federal agencies and DoD components in addition to the National Guard, the coordination phase of determining system changes that apply to the Nation Guard, with or without modification, require expert knowledge of the systems of record. Participates in workforce analysis, succession planning, and other long-range planning relative to the recruitment, hiring, and retention of high quality, diverse civilian workforce that can accomplish the NGB-J1-P mission. Based on statistical data and other information gathered, identifies significant trends or workforce characteristics and develops comprehensive strategy or procedures to ensure effectiveness of long-range HR programs. Briefs management on findings and oversees implementation. 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-0201. SPECIALIZED EXPERIENCE GS-12: 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 knowledge of the principles, concepts, and theories of the HR Specialist (Information Systems), and the standard practices, methods, and techniques of the occupation sufficient to perform difficult, but well-precedented assignments; and knowledge of the occupation to perform studies and prepare reports, documentation, and correspondence to communicate factual and procedural information clearly. Note: Resume must show supporting details. KNOWLEDGE, SKILLS AND ABILITIES (KSAs) GS-12: Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: Knowledge of basic principles of HR and information technology principles, concepts, and practices. Knowledge of systems to access appropriate data, assess the validity, and manipulate the data tin various usable formats. Ability to analyze statistical data in order to spot trends and possible systemic issues. Ability to analyze problems to identify significant factors, gather pertinent data, and recognize solutions. Ability to plan and organize work and consult effectively with co-workers in order to participate in meetings and presentations of data in order to address questions and resolve problems at the lowest level. SPECIALIZED EXPERIENCE GS-13: 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 knowledge of systems to access appropriate data, assess its validity, manipulate data to convey it in a usable format, and prepare analysis which addresses questions posed by management; knowledge of design development in the analysis and evaluation of the HR Information systems to advise on preparation of programming specifications; and strong knowledge and skill in applying analytical, diagnostic, and qualitative/quantitative techniques sufficient to identify, evaluate, and recommend to management appropriate interventions to resolve complex, interrelated problems and issues, and to develop new or modified work methods, approaches, or procedures for delivering effective HR services to clients. Note: Resume must show supporting details. KNOWLEDGE, SKILLS AND ABILITIES (KSAs) GS-13: Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: Mastery of, and skill in applying, a wide range of advanced HR and information technology principles, concepts, and practices, as well as seasoned consultative skills sufficient to provide expert technical advice in the development of solutions to complex problems and the interpretation of policies, laws, practices and regulatory guides in HR information systems. Knowledge of systems to access appropriate data, assess its validity, manipulate data to convey it in a usable format, and prepare analysis which addresses questions posed by management. Ability to integrate new, existing, and proposed applications into the operating environment. Ability to retrieve and analyze statistical data necessary to spot trends and systemic issues, evaluate HR programs, and conduct succession planning. Knowledge of design development in the analysis and evaluation of the HR Information systems to advise on preparation of programming specifications. Ability to gather and analyze facts, draw conclusions, and devise practical recommendations/actionable steps from overall strategy. Strong knowledge and skill in applying analytical, diagnostic, and qualitative/quantitative techniques sufficient to identify, evaluate, and recommend to management appropriate interventions to resolve complex, interrelated problems and issues, and to develop new or modified work methods, approaches, or procedures for delivering effective HR services to clients. Interpersonal skills sufficient to foster and maintain positive working relationships in order to participate in meetings and presentations to be able to answer any data discrepancies and questions, facilitate work completion, re- solve problems, and communicate work/project requirements. Skill in influencing and negotiating to establish and maintain relationships with key individuals/groups and understand what motivates them. Gains cooperation from others to obtain information, finds solutions, and accomplishes goals. 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. 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. 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.