Clarification from the agency

Military Membership is required and this vacancy is only open to applicants in the following Areas of Consideration (AOC): Area 1 - All Permanent and Indefinite Title 32 Employees Area 2 - All current Delaware National Guard On-Board Title 5 Employees with military membership in the Delaware National Guard Area 3 - All current Temporary Title 32 Employees, Traditional Military Members (M-Day, DSG, & AGR)

1. The incumbent serves as primary staff advisor to TAG/CG, staff elements, and operating official on matters pertaining to manpower and HR management. Develops and administers S/T/DC rules and procedures adapted from policies prescribed by the U.S. Office of Personnel Management (OPM), Department of Defense (DoD), Department of the Army (DA), and Air Force (DAF), National Guard Bureau (NGB), and other Government Agencies. Directs development of administrative regulations and procedures to provide efficient and timely accomplishment of all HR functions. Reviews incoming and outgoing correspondence with particular emphasis on compliance with all laws, policies, and related official guidance. Reviews annual reporting requirements prior to TAG/CG signature (i.e. MD 715). Ensures familiarity and compliance with DCPAS and OPM guidance. Responsible for the HR management of all Full-Time Workforce personnel dispersed throughout a S/T/DC, engaged in a variety of occupations under the Federal Wage and General Schedule pay systems as well as military pay schedules. The HR programs include providing HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Performance Management Employee/Labor Relations, Military (AGR), Position Classification and Position Management, Recruitment/Placement and Compensation, and related clerical and administrative functions for a workforce. The incumbent of this position has overall responsibility for the full range of HR management major duties and responsibilities as follows: HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Military (AGR), Performance Management and Employee/Labor Relations, Position Classification and Position Management, Recruitment/Placement and Compensation, Federal Funds Management.

2. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors, teams, etc. as appropriate. Explains performance expectations and provides regular feedback on strengths and weaknesses. Appraises performance of employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors. Approves expenses comparable to within-grade increases, extensive overtime, and employee travel. Recommends awards and changes in position classification to higher-level managers. Hears and resolves group grievances and employee complaints. Initiates action to correct performance or conduct problems and/or approves serious disciplinary actions (e.g. suspensions, removals) involving non-supervisory subordinates. Ensures documentation prepared to support actions is proper and complete. Reviews developmental needs of employees and makes decisions on non-routine, costly or controversial training needs and/or requests for unit employees. Encourages self-development.

3. Directs HRO programs and projects, and carry out assigned missions; plans, directs, coordinates, and expedites special projects and actions appropriate for each program, when tasked will undertake special studies. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, Capability Maturity Modeling, multi-module estimation, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution.

4. Responsible for mobilization planning as pertains to the requirements of the Full-Time Workforce and HR Office (HRO) responsibilities. Attends or provides representation to mobilization planning conferences/meetings. Ensures that mobilization plans are developed when mobilization plans are developed and implemented to support Full-Time Workforce personnel as needed /when directed. Develops, implements, and manages the HRO Continuity of Operations (COOP) plan to support the S/T/DC.

** Note - this is an abbreviated version of the position description** Contact HRO for a full copy of the position description (PD).

Conditions of employment

• Must be a U.S. Citizen.
• Males born after 31 December 1959 must be registered for Selective Service.
• May be required to successfully complete a minimum probationary period.
• Must be able to obtain and maintain a Secret security clearance within one year of hire. Failure to be able to obtain and maintain the required level of clearance may result in the withdrawal of a job offer or removal.
• This position is designated as Essential Personnel and may be subject to duty in preparation for, or in response to, a state emergency or disaster declaration.
• May require travel in military and/or commercial aircraft to perform temporary duty assignments.
• Must meet the definition of specialized experience by the closing of the announcement. **See Qualifications below**
• May occasionally be required to work other than normal duty hours; overtime may be required.
• Must meet the definition of supervisory experience by the closing of the announcement. **See Qualifications below**
• In accordance with Ethics in Government Act, 1978, incumbent is required to file an OGE Form 450, Confidential Financial Disclosure Report, upon appointment and will be required to file annually.
• The work may require the incumbent to drive a motor vehicle; if so, and an appropriate valid driver’s license is mandatory.
• Must meet all rank requirements by the closing of the announcement.
• DELAWARE NATIONAL GUARD MEMBERSHIP IS REQUIRED. If you are not sure you are eligible for military membership, please contact a Delaware National Guard recruiter prior to applying for this position.
• This is an excepted service position that requires membership in a compatible military assignment in the employing state's **DE** National Guard, required prior to the effective date of placement.
• Selectee will be required to wear the military uniform.
• Applicants who are not currently a member of the Delaware National Guard must be eligible for immediate membership and employment in the Delaware National Guard in the military grade listed in this announcement.
• Males born after 31 December 1959 must be registered for Selective Service.

Qualifications

MILITARY GRADES: O-5 (Lieutenant Colonel) thru O-6 (Colonel)

COMPATIBILITY: Is identified as being a member of the Delaware Army or Air National Guard.

SUPERVISORY EXPERIENCE: Must have at least 1-year of supervisory experience in managing the function of the work to be performed. Experience which includes leading, directing and assigning work of personnel.

SPECIALIZED EXPERIENCE: GS-0201-14 - Must have at least 1-year specialized experience and experience must be equivalent to at least the next lower grade level of GS-13. Specialized experience is experience that prepared the applicant to perform the duties of the position. The ability to plan, direct and administer all HR programs for all Army and Air National Guard (ARNG/ANG) Full-Time Workforce (Military-Active Guard and Reserve Status and Civilian-Title 5/32). The knowledge and experience to serve as the primary staff advisor to The Adjutant General/Commanding General (TAG/CG), staff elements on matters pertaining to manpower and HR management. Overall ability to supervise the following sections: HR Development, Employee Benefits, Equal Opportunity, HR Information Systems, Military AGR, Performance Management and Employee/Labor Relations, Position Classification and Position Management, Recruitment/Placement and Compensation and Federal Funds Management. Direct, coordinate, and oversee work through the deputy director and subordinate supervisors. Explains performance expectations and provides regular feedback on strengths and weaknesses. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution.

EDUCATION: There is no substitution of education at the GS-12 and above.

QUALITY OF EXPERIENCE: - Length of time is not of itself qualifying. Candidates' experience should be evaluated on the basis of duties performed rather than strictly on the rank of the individual; however, established compatibility criteria/assignments must be followed. The applicant's record of experience and/or training must show possession of the knowledge, skills and abilities needed to fully perform the duties of the position.

Qualifications are based on your ability to demonstrate in your resume that you possess one year of the specialized experience for this announcement at a comparable scope and responsibility. To ensure all of the essential information is in your resume, we encourage you to use the USAJOBS online Resume Builder (https://www.usajobs.gov/Help/how-to/account/documents/resume/build/). If you choose to use your own resume, it must contain the following information organized by experience/position: (1) job title, (2) name of employer, (3) start and end dates of each period of employment (from MM/DD/YY to MM/DD/YY), (4) detailed description of duties performed, accomplishments, and related skills, and (5) hours worked per week (full-time employment and part-time employment will be prorated in crediting experience). Federal experience/ positions must also include the occupational series, grade level, and dates in which you held each grade level.

Determining length of General or Specialized Experience is dependent on the above information. Failure to provide the above information in your resume may result in your application being found "not qualified." Do not copy and paste the duties, specialized experience, or occupational assessment questionnaire from this announcement into your resume as that will not be considered a demonstration of your qualifications for this position.

Your resume serves as the basis for experience related qualification determinations, and you must highlight your most relevant and significant work experience and education (if applicable), as it relates to this job opportunity. Please use your own words, be clear, and specific when describing your work history. We cannot make assumptions regarding your experience.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Once the announcement has closed, your resume and supporting documentation will be used to determine if you meet the qualifications listed on this announcement. If you are minimally qualified, your resume and supporting documentation will be compared to your responses on the assessment questionnaire to determine your level of experience. If you rate yourself higher than is supported by your application package, your responses may be adjusted and/or you may be excluded from consideration for this position. This vacancy announcement will be qualified using Category Rating procedures as defined the Delaware National Guards Merit Placement Plan.

Assessment: Prior to initiating hiring and promoting competitive procedures through USAJOBS for NG T32 Technicians and positions; NG T5 Excepted Service Employees and positions, the JFHQ-State HR specialist must complete a formal job analysis and crediting plan to ensure the position's competencies are correctly assessed.

Numeric Value Groups: The position's multiple numeric groups, defined as at least two groups (see below), are established to assess each candidate against job-related criteria defined by the job analysis and crediting plan. Applicants who meet the basic qualification requirements, established for the position, are placed in a numeric group. The position's job analysis and credit plan's ranking factors are knowledge, skills, abilities, and behaviors that are expected to significantly enhance performance in a position; however, are not essential for satisfactory performance. Applicants who possess such competencies are ranked above those who do not; but, no one is rated ineligible solely for failure to possess all defined competencies.

Highly-Qualified: The numeric value rating normally ranges from 90-100 points. This higher numeric value group is applied for those candidates who possess the type and quality of experience that substantially exceeds the minimum qualifications of the position, including all selective placement factors and appropriate numeric ranking factor(s) as determined by the job analysis and crediting plan. To be Highly Qualified, the candidates are considered, by the human resources specialist (staffing), as highly proficient and fully competent to effectively perform all the job requirements; and, can successfully perform in the position almost immediately, or with a minimum amount of training and/ or orientation.

Well-Qualified: The numeric value group normally ranges from 80-89 points. This next lower numeric value group is used for those candidates that meet the minimum qualifications of the position and are proficient in most, but not all, of the requirements of the position. Candidates may require some training and/or orientation in order to satisfactorily perform the duties of the position.

Qualified: The numeric value group normally ranges from 70-79 points. This lowest group is used for those candidates who meet the minimum qualifications of the position and are proficient in some, but not all, of the position's requirements. Candidates will require extensive training and/or orientation in order to satisfactorily perform the position's duties.