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 provide developmental experience designed to broaden the skills and/or enhance the leadership perspective of an identified high-potential, mid-level manager; it is not a continuing position, assignment duration is NTE 36 months. Responsibilities DUTY 1: Performs career broadening assignments in providing strategic and technical guidance as well as seasoned consultative management advisory services throughout an entire MAJCOM on the effective use of Human Resources Management (HRM), Manpower and Organization (MO), Readiness Integration, and Senior Leader programs to support goals and objectives and produce results that accomplish agency and command missions. Staff level advice is provided in a wide range of HRM areas such as merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, and employment performance and conduct issues as well as in other areas such as resources management, civilian deployment, and other special programs. Provides guidance, advice, and policy interpretation to management officials, program managers, and other specialists in Manpower and Personnel offices across the MAJCOM on developing solutions to somewhat complex problems of program improvement in one or more specialties as well as implementing and administering various Force Support programs across MAJCOM wings/installations and organizations. Assignments include trouble-shooting complex and sensitive problems and issues requiring a knowledge of advanced human resources principles, concepts, practices, laws, regulations, and a wide range of analytical methods and techniques to resolve HRM problems not susceptible to treatment by standard methods. DUTY 2: Conducts, leads, and/or participates in studies to improve assigned programs and/or influence policy changes for the MAJCOM that typically involve long-range, highly complex, and often politically sensitive topics. Designs comprehensive Manpower, Personnel & Services studies characterized by boundaries that are broad and difficult to determine in advance. Defines problems and identifies relationships. Tracks functional resource requirements and allocations; performs integrated, independent analyses of issues across functional and appropriation lines; proposes solutions at the appropriate level for resolution. Plans, organizes, analyzes, reviews and carries out annual and multi-year program and budgeting in support of the administrative and management requirements of Manpower, Personnel & Services programs. Develops detailed plans, goals, and objectives that align with DoD, AF, and MAJCOM strategic plans, goals, and objectives. Determines the kind of information needed and secures or develops data. Establishes milestones, goals, and objectives to include ensuring key players will move toward project accomplishment. Develops, interprets, and analyzes data extracts and reports from automated databases. Gathers, compiles, and analyzes data from other sources. DUTY 3: Performs program evaluation of a full range of MAJCOM/A1 programs at command and wing/installation level and develops and executes improvement/enhancement plans. Reviews current and proposed Office of Personnel Management (OPM), DoD, and AF directives and precedents for their applicability to Manpower & Personnel functions across the command. Reviews wing/installation level operations to assure compliance with OPM, DoD, and AF directives and meet legal and regulatory requirements. Reviews policies, practices, and procedures to evaluate effectiveness and ensure consistency in their application across MAJCOM wings/installations and organizations; recommends modifications when needed. Distinguishes regulatory issues within the larger context of program initiatives. Applies key aspects of OPM, DoD, and AF Strategic Human Capital Management plans in program oversight and evaluation. Advises bases of potential problem areas and necessary actions, alternatives, etc. Identifies areas where policy or program changes need to be made to meet command mission requirements. Continuously assesses Strategic Alignment and Deployment (SA&D) and other measurements / metrics to assess health of the program. DUTY 4: Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with command leadership, supervisors, customers, and co-workers. Communicates with the FSS on full range of Manpower & Personnel programs, providing customers with accurate and timely information. Writes various types of guidance for wing/installation-level specialists on ways to deal with/respond to various issues or controversial problems. Develops a variety of correspondence and documentation (e.g., formal letters, reports, staff studies, responses to Congressional inquiries, staff summary packages, briefings, charts, and bullet background papers). Conducts or attends conferences with representatives of staff management or other staff service functions and activities to secure cooperation, resolve controversial matters, and convey information relative to proposed changes. 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, Administrative and Management Positions. SPECIALIZED EXPERIENCE: Experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization. Applicants who have the 1 year of appropriate specialized experience, as indicated in the table, are not required by this standard to have general experience, education above the high school level, or any additional specialized experience to meet the minimum qualification requirements. FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-12 or higher grade (or equivalent in an alternate pay system) within the Federal Civil Service to be considered for referral. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. 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: Comprehensive knowledge of a wide range of federal Human Resources (HR) laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, employment performance and conduct issues, and other programs. In depth knowledge of analytical and evaluative methods, including a wide range of qualitative and quantitative techniques, plus a thorough understanding of how regulatory personnel/manpower/services programs are administered to measure compliance, assess effectiveness, identify deficiencies, analyze trends, and make recommendations for enhancements and improvements of programs and the resolution of problems. Knowledge of military command structure, missions, programs, and organizational relationships and program goals and objectives, the sequence and timing of key operational events and milestones, and methods of evaluating the effectiveness of planning actions as related to actual events. Knowledge of policies, procedures, methods, and publicity techniques of business operations to develop, revise, and advise on programs to meet goals and objectives within available resources. Skill in conducting reviews, analyzing and assessing program operations, identifying deficiencies, measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements. Ability to communicate orally and in writing, to establish/maintain effective and positive working relationships. Education Additional Information PCS restrictions: An employee selected to make a PCS to a Career Broadening assignment is restricted from making a second PCS for 12 months Defense National Relocation Program may or may not be authorized. Direct Deposit: All federal employees are required to have direct deposit. 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. The law made taxable certain reimbursements and other payments, including driving mileage, airfare and lodging expenses, en-route travel to the new duty station, and temporary storage of those items. The Federal Travel Regulation Bulletin (FTR) 18-05 issued by General Services Administration (GSA) has authorized agencies to use the Withholding Tax Allowance (WTA) and Relocation Income Tax Allowance (RITA) to pay for "substantially all" of the increased tax liability resulting from the "2018 Tax Cuts and Jobs Act" for certain eligible individuals. For additional information on WTA/RITA allowances and eligibilities please click here. Subsequently, FTR Bulletin 20-04 issued by GSA, provides further information regarding NDAA FY2020, Public Law 116-92, and the expansion of eligibility beyond "transferred" for WTA/RITA allowances. For additional information, please click here.