CAREER FIELD ADMINISTRATOR

Full Job Description

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The primary purpose of this position is to provide developmental experience designed to broaden the skills and/or enhance the leadership perspective of an identified high-potential, mid-level manager; it is not a continuing position, assignment duration is NTE 24 months.

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule, Administrative and Management Positions.

SPECIALIZED EXPERIENCE: Experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled.

To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization and must have included: 1) In depth knowledge of the mission, operating programs, and organizational structure of the career program's functional community on an AF-wide basis; 2) Expert knowledge of a wide range of qualitative or quantitative methods to improve complex management processes and systems or program effectiveness; 3) Comprehensive knowledge of policies, concepts, and procedures affecting the Air Force's functions in order to effectively administer assigned programs in support of the staffing and career development of career program positions and employees; 4) Wide ranging knowledge of DoD and Air Force concepts, laws, principles, practices, procedures, and standards as they apply to the functional career field at all organizational levels within the Air Force; and 5) General knowledge of personnel policies and practices, to include staffing, job assessments and employee development.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-12 or higher grade (or equivalent in an alternate pay system) within the Federal Civil Service to be considered for referral.

TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

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: Knowledge of the principles, theories, techniques, practices, mission, and organizational structure of the Logistics Career Field to effectively carry out career management responsibilities.

Knowledge of the laws, regulations, principles, and practices of civilian career management.

Knowledge of analytical and evaluative methods to accurately assess information and make sound problem solving decisions.

Ability to provide guidance and counseling to career field employees and managers.

Ability to communicate effectively with others, both orally and in writing, in working out solutions to problems or questions relating to the work.

Ability to prepare special studies and staff reports, including the ability to meet emergency and/or changing program requirements within available resources and with minimum sacrifice of quality or quantity of work.

Ability to provide guidance and counseling to career field employees and managers. Major Duties:

DUTY 1: Analyzes and evaluates a wide range of complex AF wide functional requirements, objectives, operating methods, and new and proposed regulatory guidelines.

Determines effectiveness of the Career Field Management Program relative to job assignments, career development and progression, functional and mission objectives, and career force structure.

Develops and studies statistical, position, and organizational data, as well as technical or specialized operational data, to initiate appropriate career field actions concerning organizations and employees/positions in the assigned career field.

Develops and plans milestones for successful implementation of these actions. Coordinates requirements and procedures with Air Staff functional managers and activities.

Establishes work operations and controls to institute complex program concepts and provisions and assure effective administration of the career field.

Plans, organizes, and administers meetings for Career Field Development Team (DT) and specific panels to review and approve program initiatives, procedures, and related business.

DUTY 2: Advises/counsels managers, supervisors, and employees on the continually changing needs of the functional career management program.

Provides advice and guidance on career progression, training, assignments, program objectives, general operational requirements, and career management actions proposed or initiated in support of career program objectives.

Coordinates actions with appropriate management officials, supervisors, and employees at all organizational levels as necessary.

Advises Air Staff and operating level functional chiefs, senior Development Team members, and designated panel members on all aspects of career program training and development.

Proposes new or revised operating procedures, program coverage, and other items for discussion and implementation.

Utilizes personnel data systems to extract and review data to analyze and counsel candidates on career management programs or issues.

DUTY 3: Analyzes and evaluates the force structure to identify training and/or recruitment deficiencies and categories of positions/employees to be included in the assigned Career Field Management Program.

Formulates plans to correct deficiencies by preparing and/or identifying appropriate training programs, courses or sources of training.

Establishes training and development programs to meet future needs.

Administers and controls centralized referral for placement or promotion actions by screening employee experience and specific job requirements; determining applicability of assignment actions to both career progression and mission objectives; and certifying individuals for selection by functional managers.

Develops and maintains career patterns, master development plans, and staffing qualification assessments in conjunction with appropriate functional managers and human resources representatives to ensure proper and adequate career progression and availability of a skilled work force.

DUTY 4: Analyzes, develops, prepares and presents promotional material.

Utilizes an appropriate combination of correspondence, publications, personnel media, guides, pamphlets, meetings, telephone calls, information letters and briefings to publicize the career program at all Air Force levels, to registrants and the functional community, taking into consideration such things as funding, the target audience, the message to be transmitted, time constraints, etc.

Provides briefings for Air Staff officials, functional managers, personnel representatives, professional groups, etc., to outline program requirements and procedures.

Briefs staff activities as required on program progress, proposed revisions, and management considerations.

Provides assistance to Air Staff activities in developing and administering recruitment plans and actions to meet Air Force-wide needs in assigned occupational areas.

DUTY 5: Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management.

Selects or recommends selection of candidates for vacancies, promotions, details, and reassignment in consideration of skills, qualifications, and mission requirements.

Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses.

Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate workers performance ensuring consistency and equity in rating techniques.

Recommends awards when appropriate and approves within-grade increases. Hears and resolves employee complaints and refers serious unresolved complaints to higher level management.

Initiates action to correct performance or conduct problems. Effects minor disciplinary measures such as warnings and reprimands and recommends action in more serious disciplinary matters.