*** Pleas= e Post in a Prominent Place on a Bulletin Board ***
Announcement #: MVA-AF-10-23 =
=
&nb=
sp; =
&nb=
sp; Officer: XX
Position Title: &n=
bsp; Human Resources Officer
Series, Grade: &nb=
sp; =
LTC/05-COL/O-6
AFSC: =
&nb=
sp; =
=
38F4 =
&nb=
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Open Date: 18 August =
2010 =
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sp;
=
Close Date: 15 September 2010
Area
of Consideration: On Board CA=
T II
AGR’s Within the
Location of position: &=
nbsp; Human
Resource Office, GMA,
=
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sp; =
&nb=
sp;
Selecting Official: =
BG
Steven Cray, Director, Joint Staff, VTNG&n=
bsp;
=
&nb=
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&nb=
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Telephone:
(802) 338-3101 or via email:
=
=
=
steven.cray@us.army.mil
Instructions For Appl=
ying
All applicants must sub=
mit
the following documents prior to 1600 hours on the closing date. Any additional documentation may be
submitted.
1.
NGB Form 34-1 (AGR application form)
2. Current Fitness Assessment Results<= o:p>
3.
Point Credit Account Summary
4. Report of Individual Person (RIP)
5. DD Form 214 (If Applicable)
6. Letter of recommendation from immediate supervisor. (If applicable)<= o:p>
Other Information
Individual selected will be ordered to Active Guard/Reserve (AGR) d=
uty
under the provisions of Title 32 USC 592 (f). As a condition of employment, indi=
vidual
selected agrees to participate with their unit of assignment during all unit
training assemblies and periods of Consolidated Annual Training.
Equal Employment
The policy of the National Guard is to treat all applicants equally
without regard to race, color, gender, religion, national origin, age, or
non-disqualifying handicap. T=
he
National Guard is committed to develop and implement a diversity program th=
at
is consistent with equal employment opportunity and with the “Human
Goals” of the Department of Defense.
Additional Requirements
1. Female applicants must have a pregnancy test prior to entering t=
he
AGR program.
2. Applicants E-4 and below must possess an awarded 3-skill level, =
or
higher in any AFSC. Applicants E-5 and above
must possess an awarded 5-skill level in any AFSC.
Supervisory positions must possess a 7-skill level.
3. Applicants for Officer <=
span
class=3DGramE>positions MUST currently be qualified in the AFSC being
advertised.
4. Military grade at the time of appointment can not exceed the max=
imum
military grade of the position.
5. Officer applicants must be able to complete 20 years of Active D=
uty
prior to removal date.
6. All conditions of ANGI 36-2503 and ANGI 36-101 will be complied
with. &n=
bsp;
7. UMD position must be vacant prior to assignment to the advertised
position.
8. Enlisted applicants must be able to complete 5 years of Active D=
uty
prior to reaching 18 years total Active Duty.
OTHER PERTINENT DATA:
=
SPECIALIZED EXPERIENCE: Each applicant must have experience in Human Resource Management. Experience which
required applicant to acquire and apply knowledge of essential management,
advisory and administrative services.
Experience which included planning, organizing a=
nd
coordinating work in situations where numerous diverse demands were involve=
d. Experience whi=
ch
required the analysis of work problems and situations. Experience which included responsibility for the supervision =
and
management of personnel. All
experience stated above must have been managerial level experience.
BRIEF
JOB DESCRIPTION: This position is located in =
the Vermont
National Guard Human Resources Office servicing Army and Air National Guard
(ARNG and ANG) positions. The
purpose of this position is to plan, direct and administer the human resour=
ces
programs for all full-time National Guard personnel to include non-dual sta=
tus
(NDS) technicians, ARNG and ANG full-time support personnel in Active Guard=
Reserve
(AGR) status, and ARNG and ANG dual status employees (DS).
1. The incumbent serves as primary staff advisor to The State
Adjutant General, staff elements, and operating official on matters pertain=
ing
to manpower and human resources management. Develops and administers state rul=
es and
procedures adapted from policies prescribed by the National Guard Bureau (N=
GB),
the Office of Personnel Management (OPM), Department of the Army, and
Department of the Air Force.
Establishes and maintains liaison with the U.S. Office of Personnel
Management area offices, and other human resources office. Responsible for the human resources
management of all employee dispersed throughout a state, engaged in a varie=
ty
of jobs under the Federal Wage and General Schedule pay systems as well as
military and state pay schedules.
The human resources program includes providing recruitment and
placement, position classification and management, labor and employee
relations, equal employment opportunity, employee development and training,=
and
related clerical and administrative functions for a workforce.
2. Establishes state manpower policies and directs their
implementation with NGB policies and authorizations. Establishes and ensure implementat=
ion of
procedures for the administration of the merit promotion plan to include
procedures for recruitment, placement, evaluation, and pay determinations.<=
span
style=3D'mso-spacerun:yes'> Directs the
implementation and administration of special emphasis staffing programs.
3. Advises both management and subordinates on matters pertain=
ing
to conduct and discipline, the labor relations program, employee benefits a=
nd
entitlements, and contributes to the accomplishment of special programs.
4. Directs the administration of a position classification and
position management program with authority delegated to classify local
exception supervisory and non-supervisory positions. The position classification and
management program includes:
position reviews; timely forwarding of appeals with appropriate
substantiation to the Department of Defense (DoD) Field Advisory Service or=
the
Office of Personnel Management; timely implementation of classification
packages; publication and implementation of a position management plan;
training for supervisors and managers; random desk auditing of positions to
verify position description (PD) accuracy and classification of the positio=
n;
preparation and classification of local amendments to PDs, statements of
difference for recruiting and local exception position descriptions; and
monitoring human resources assignments to assure military compatibility,
etc. Ensures timely implement=
ation
of new wage scales or salary schedules and cooperates or participates in wa=
ge
surveys.
5. Directs development of administrative regulations and
procedures to provide efficient and timely accomplishment of all human
resources functions. Reviews incoming and outgoing correspondence with particular
emphasis on adherence to policies.
Perf=
orms
Other Duties As Assigned. &nb=
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//S //
Peter J. Firkey
&=
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LTC,
FA
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nbsp; Human
Resources Officer =