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/executive while contributing support to the mission and function of the AF. It is not a continuing position and assignment duration is NTE 36 months. Responsibilities DUTY 1: Performs career broadening assignments in planning and executing Air Force Senior Executive Management. Serves as the expert and performs the full range of duties for the management of actions and policies relating to the Air Force civilian senior executive cadre. Applies broad knowledge of senior executive management and leadership concepts in providing advice, guidance and assistance to functional managers assuring compliance with regulatory and statutory requirements in the administration of executive leadership management programs. Applies a wide range of qualitative and quantitative methods in assessing the effectiveness or improvement of the Air Force's operational executive leadership concept and/or executive performance management program. Conducts recurring reviews of AF policies to ensure currency and compliance with latest guidance. Ensures timelines and deadlines are met as established by AF or Office of the Secretary of Defense (OSD) policy, Office of Personnel Management (OPM) and Office of Management and Budget (OMB) regulations. Prepares materials for strategic human capital panels and boards. Develops, prepares and briefs board materials to general office and senior executive board members. Prepares a variety of documents and uses internal and external communication systems to ensure program areas are publicized. Works closely with AF senior leadership to ensure competency gaps in leadership skills and functional expertise are identified and critical needs addressed. Drafts correspondence for Secretary of the Air Force (SECAF) and Chief of Staff of the Air Force (CSAF) level distribution. Prepares and gives presentations to all levels of Air Force, Department of Defense (DoD), and other agencies. Assists with planning and execution of all activities and collaborates across the DoD on issues related to civilian senior executive management and/or civilian strategic leadership operational, sustainment or development programs. DUTY 2: Develops and implements policies, programs and procedures for the assigned AF civilian personnel program or programs. Consults with major command (MAJCOM), combatant command (COCOM), civilian personnel servicing centers and field activities as appropriate. Coordinates with national headquarters of those federal labor organizations having national consultation rights. Develops or oversees the development of program guidance for AF. Participates with DoD and OPM in the development of DoD or federal-wide program procedures and guides. Formulates the AF position on legislative, regulatory and administration reform initiatives relating to assigned program. Oversees and/or participates in the development of automated systems supporting the assigned program activities. Exploits available technology to simplify administration of the program and improve program communication. Provides technical assistance to field activities and other Air Staff functions. Prepares reports, responses to queries, justifications, and background papers on technical aspects of areas of assignment. Responds to requests for decisions and guidance from field and HQ USAF staff activities including clarification, interpretation of policies and procedures, regulatory compliance actions, coordination on Program Action Directives and other staff actions. Provides advice and guidance to senior functional officials on assigned AF civilian personnel program issues and problems. DUTY 3: Represents the Directorate in the development of human resources strategic planning encompassing active duty, reserve component and civilian forces. Defines fundamental human resources principles to guide strategic planning, programming, policymaking, and program development efforts. Ensures human resources strategy is compatible with operational doctrine. Effects necessary coordination with Air Staff and MAJCOMs impacted. Establishes, develops, and maintains effective working relationships with other Air Staff and Secretariat offices, the Office of the Secretary of Defense, other Defense components, federal agencies, and professional human resources societies and organizations. Leads or participates in special studies and initiatives that form the basis of changes in strategic planning and advocates and explains the Air Force A1 position on assigned programs at conference and working level meetings to gain necessary support and cooperation for proposed initiatives. Provides technical assistance to other offices on assigned programs and ensures programs are compatible with other Air Force programs. 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 and 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. In addition to meeting the basic requirement above, to qualify for this position you must also meet the qualification requirements listed below: 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: Knowledge of the policies, practices, regulations and laws concerning civilian career field management and administration relative to human resource management including accessions, utilization, development, sustainment short and long-term strategic planning, data support and resource management. Knowledge of the mission, roles, functions, organizational structures and operation of the DoD, Air Force, and organizations that govern, interface with, and/or employee-management and military personnel relations at the executive level. Knowledge of financial, budget, and resource management practices and principles. Skill in gathering, assembling, and analyzing data/facts, developing conclusions, identifying trends, developing alternatives/solutions, and making recommendations to resolve problems. Ability to work effectively with others in work groups, meetings, conferences, seminars and interviews. Ability to communicate effectively, both orally and in writing; negotiate complex issues and manage simultaneous taskings in a team-oriented environment. 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. 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.