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: serve as a supervisor, providing planning, directing, organizing, and exercising control over subordinate Human Resources Specialist (Classification) involved in planning, developing, and carrying out the full range of recruitment, placement, affirmative employment, and related management advisory services for assigned organizations. Responsibilities 1. Exercises supervisory personnel management responsibilities. 2. Plans, organizes, and directs the activities of a classification section ensuring that work complies with legal and regulatory requirements and meets customer needs. 3. Represents the AFMC OL with a variety of organizations and functions. 4. Participates in special projects and initiatives. Requirements Conditions of Employment Qualifications Experience requirements are described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Group Coverage Qualification Standard for Administrative and Management Positions. SPECIALIZED EXPERIENCE: Applicants must have at least 1 year (52 weeks) of specialized experience at the next lower broadband NH-02, equivalent to the next lower grade GS-11 or equivalent in other pay systems. Specialized experience includes exercising supervisory personnel management responsibilities, including advising employees, managing performance, addressing complaints and concerns, and promoting a positive and inclusive work environment, while also ensuring compliance with security directives and supporting the organization's programs. NOTE: Due to the use of 120-day rosters, this period of experience may be completed within 120 days of the closing date of this announcement. IDEAL CANDIDATE STATEMENT As a supervisor, candidate must be able to fairly administer performance management program responsibilities, ensuring that required communication and activities are accomplished in compliance with program guidance and timeframes, and that employees' achievements are appropriately recognized. Supervisors will conduct face to face feedback and document; clearly communicate performance expectations throughout the rating cycle; ensure employees are held accountable; make meaningful distinctions in performance; and appropriately recognizes employee achievements. Acknowledges and capitalizes on employees' skills and perspectives. Cultivates a supportive, welcoming, and fair work environment that allows employees to feel connected to the organization's mission and contributes to their full potential. 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: 1. Leadership ability, including the ability to coach, mentor, inspire, motivate, guide, and challenge team members toward goal accomplishment and the ability to adapt leadership style to a variety of situations. 2. Knowledge of a wide range of federal Human Resources (HR) laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions. 3. Knowledge of advanced federal human resources management (HRM) principles, concepts, practices, fact finding and analytical methods, a wide range of qualitative and quantitative techniques, and relationships of various HR disciplines as well as seasoned consultative skill sufficient to resolve complex HRM problems not susceptible to treatment by standard methods. 4. Knowledge of federal Recruitment & Placement principles, concepts, laws, regulations and techniques. 5. Knowledge of organizational structures, functions, and missions across serviced organizations to identify, consider, and present options for the resolution of substantive organizational issues involving impact of Recruitment & Placement policies on those missions. 6. Skill in conducting reviews and analyzing and assessing HR program operations to include identifying deficiencies; measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements. 7. Ability to express ideas and concepts sufficient to communicate effectively as well as maintain positive working relationships. 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 AcqDemo Expanded Probationary Period for Supervisors and Managers: An additional supervisory probationary period of one year may be required when an employee is officially assigned to a different supervisory position. This is an acquisition demonstration project position NH-03 equivalent to a GS-12 to GS-13. 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. 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 determined well qualified and selected, will be placed at the full performance level. You must include a 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 the applicable PPP Self-Certification Checklist (DD3145-1 through DD3145-4, select the appropriate checklist for your 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.