THIS IS A NATIONAL GUARD TITLE 32 EXCEPTED SERVICE POSITION. This National Guard GS-09 position is for a HR SPECIALIST (T32), PD# D2964000 and is part of the RI HRO. Depending on the level of qualifications, the selectee may be appointed into the full potential grade above, or to the developmental grade of GS-07, PD# D2965000. Upon completion of time in grade requirements and at management discretion, the selectee may be promoted without further competition.
Military Grades: E-4 through E-7 SPECIALIZED EXPERIENCE: For all positions, 1-year specialized experience must be equivalent to at least the next lower grade. Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills, knowledge, abilities and behaviors) to qualify for a position identified by its position grade and career level. Specialized experience factors encompass human resources program's business competencies, familiarity with the subject matter or processes used in human resources programs associated with DoD, U.S. Army, or U.S. Air Force.
Performs developmental assignments of moderately difficult and complex nature consisting of well-precedented tasks designed to orient the employee in the application of Human Resource programs and activities. Assignments are combined with training to develop analytical skills and techniques used to resolve issues or problems of a procedural or factual nature. Individual projects can be performed utilizing established, commonly applied methods. Work includes various duties involving different and unrelated tasks. Independently plans and carries out successive steps and handles problems and deviations in work assignments in accordance with instructions, policies, previous training, or accepted practices. Decisions are made based on subject analysis, phase, or issues involved for each assignment, and may be selected from multiple alternatives. Incumbent uses judgment in interpreting and adapting guidelines, such as agency policies, regulations, precedents, and work directions for application to specific cases or issues. Incumbent analyzes results and recommends changes. Completed work is evaluated for technical soundness, appropriateness, and conformity to policy and requirements. Supervisor or a higher-graded specialist assists in problem solving when necessary. Performs recurring assignments. Independently performs work assignments which gradually increase in difficulty and complexity. Incumbent determines the practices and procedures to use in accomplishing conventional tasks and interprets and adapts guidelines in order to resolve procedural or factual issues. Recommends solutions or a course of action for problems not covered by instructions, policies, or accepted practices as a Human Resource Specialist. The work consists of different and unrelated processes and methods requiring the employee to recognize conditions and elements that must be identified and analyzed to discern interrelationships. Searches technical literature, reports, and other reference material to locate information requested by senior personnel. Carries out special projects and participates in special initiatives and studies. Performs special assignments in support of the organization; e.g., researching policy and comparing to new or modified guidelines to assess impact; analyzing and providing substantive evaluation of data affecting program operations; developing reports and briefings outlining study findings and recommendations; preparing and coordinating reference papers and documentation to support project initiatives; presenting reports to a variety of audiences; and performing analysis and providing recommendations to resolve issues. Works with other specialists in planning and conducting studies. Remains aware of emerging technologies and professional developments to stay current in the field and for application to work assignments. Prepares written correspondence and other documentation. Drafts or prepares a variety of documents to include newsletter items, responses to routine inquiries, reports, letters, and other related documents. Uses software such as word processing, spreadsheets, program language, plotting software, etc., to facilitate work. Uses automated system to effectively process personnel actions in accordance with the Guide to Processing Personnel Actions and local personnel systems checklists as required. Performs other duties as assigned.