Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position, ORGANIZATIONAL DEVELOPMENT SPECIALIST NH-0301-03, is to serve as a senior Organizational and Force Development Specialist providing training policy interpretation and guidance to leadership and workforce.
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 is experience in consulting with management to determine training needs assessments and gap analysis for their unit, assist with providing overarching personnel program management and policy oversight for assigned developmental programs at all locations, aid with Implementing procedures and maintaining information on the Acquisition Professional Development Program (APDP), assists with resolving technical, organizational, operational, and administrative issues affecting the organization, researches regulations and operating instructions to determine if the organizations are adhering to established procedures and processes.. 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. 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. Knowledge of a comprehensive range of AF functions, policies, procedures, practices, concepts, and theories related to the mission, management, and operation of organizations to provide high level staff guidance. 2. Knowledge of DoD and AF planning, programming, budgeting and execution; policy and procedures and schedules for developing Program Objectives Memorandum (POM), unfunded requirements justifications, POM narratives, offsets, disconnects, reclamas, and issue papers. 3. Knowledge of a wide range of principles, practices, and quantitative and qualitative evaluative techniques used in project analysis to identify, evaluate, resolve, and present issues or problems to isolate discrepancies or identify trends that impact organizational mission objectives both operationally and strategically. 4. Skill to use, manipulate, and or synthesize various data systems and sources of information to cross-correlate data and metrics to evaluate data within the context of operational environment, develop course of action to better support mission objectives, select and coordinate with appropriate parties of interest, and champion organizational opportunities in the corporate process. 5. Skill in negotiating with management to accept and implement recommendations when they involve substantial resources, extensive changes, or conflict with organizational desires. 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.
Duties: - Provide technical input as appropriate, identifying and resolving complex developmental, education, and training problems and/or requirements. - Provide consultation services to managers to determine training needs assessments and gap analysis. - Serve as an advisor, supporting the Center Senior Functionals. - Provide overarching personnel program management and policy oversight for assigned developmental programs, including the Center's Force Renewal (e.g., Palace Acquire, Copper Cap, Pathways, Premier College Intern, etc.) at all locations. - Implement procedures and maintains information on the Acquisition Professional Development Program (APDP). - Follow policies and procedures for accomplishment of the Center's professional development program. - Provides program management/oversight for the onboarding program and New Employee program. - Uses knowledge and understanding of Air Force rules, regulations, and procedures governing a variety of topics to identify and resolve technical, organizational, operational, and administrative issues affecting the organization.