HR SPEC (PERF MGMT/EMPL REL)

Full Job Description

THIS IS A NATIONAL GUARD TITLE 5 EXCEPTED SERVICE POSITION.

This National Guard position is for a HR SPEC (PERF MGMT/EMPL REL), Position Description Number PDT5021P01 and is part of the MA ANG HRO, National Guard. This is a Non-Bargaining Unit position.

The unit point of contact and contact phone for this position is: Mr. Ethan Sheldon at ethan.w.sheldon.mil@army.mil.

AREA OF CONSIDERATION: Nationwide - Open to all US Citizens SPECIALIZED EXPERIENCE: GS-11: Must have at least 1-year specialized experience must be equivalent to at least the next lower grade (GS-9).

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. OR Ph.D. or equivalent doctoral degree OR 3 full years of progressively higher level graduate education leading to such a degree OR LL.M., if related.

GS-12: Must have at least 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. Incumbent will be appointed at the GS-11 or GS-12 level depending on qualifications.

This position is developmental: Incumbent at the GS-11 may be non-competitively promoted to the next higher grade upon completion of an Individual Development Plan (IDP), meeting time in grade requirements, and be recommended for promotion by supervisor 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 months/years.

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. Major Duties:

1. Provides program management and guidance for the Performance Management Program. Provides advice and assistance to supervisors and managers on preparation of performance standards and appraisals.

Reviews performance standards and appraisals for regulatory compliance. Monitors the timely submission of performance standards and appraisals and provides reports.

Coordinates between management, and HR Development Specialist in the development of performance improvement plans.

Manages the use of the performance management program, Defense Performance Appraisal Program (DPMAP).

Troubleshoots and coordinates with the Human Resources Specialist (Information Systems) to submit DPMAP help desk tickets to remove or modify Performance Standards or Appraisals that are no longer valid.

Serves as subject matter expert for the employee recognition awards program. Develops and provides managers and supervisors with guidance on recognition awards program procedures.

Publishes and updates the incentive awards program. Reviews award nominations requests to assure ratings and justification meet the regulatory requirements.

Prepares correspondence relating to the awards program. Publicizes the Suggestion Program and coordinates management of the program with NGB.

Analyzes, interprets, and clarifies policies, directives, and other issuance by OPM, DCPAS, NGB, and DoD for statewide application.

Develops instructions pertaining to National Guard employee personnel administration matters and makes recommendations to the HRO and all levels of command.

(30%) 2 Provides services to a complex and geographically separated organization Advises managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems.

Explains rules and procedures to employees and management to help them understand rights and obligations while maintaining and encouraging objectivity in situations that may be charged with emotion and involve assumptions.

Resolves disputed and interpreted facts, events, and/or identifying aggravating or mitigating factors relevant to the case.

Conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance while focusing managers and supervisors on all the processes of performance management including planning, monitoring, developing, and rewarding performance as well as the rating process.

Develops or assists in developing written policy and guidelines for use by local management in delineating their roles and responsibilities in such matters as developing individual employee appraisal plans, completing appraisal forms, reappraising employees as appropriate, and providing counseling and training as necessary.

Advises managers about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems; explain rules and procedures to employees and help them understand their rights and obligations; maintains and encourages objectivity in situations that may be charged with emotion and involve assumptions; resolves disputed facts, including those which require credibility determinations; interprets facts and events, and/or identify aggravating or mitigating factors relevant to the case; and conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance.

(30%) 3. Provides labor-relations services to a complex organization.

Conducts studies relative to the development of management interests and responds to union interests at the bargaining table, which typically have a significant impact on production, involve large numbers of employees, involve several interrelated issues, and are potentially of considerable cost to the state organization if unresolved.

Represents management in unfair labor practice and representation hearings before the Federal Labor Relations Authority, and in impasse proceedings before the Federal Services Impasses Panel.

Advises negotiating committee members on the proper interpretation and applicability of arbitration decisions and precedent decisions related to local situations.

Communicates state-wide labor relations policies and procedures to the management and staff of the organizational units serviced and relates existing precedents to the specific issue in justifying management's views.

Serves as the spokesperson of a management negotiating committee involved in contract, midterm, and appropriate arrangement negotiations.

Serves as a principal point of contact on labor-management matters of overall concern to established bargaining units at the local level (e.g., grievances, unfair labor practice charges, information sharing, contract interpretation, (30%) Provides other duties as assigned.

The above duty description does not contain all details of the official position description. For more details, please contact the POC listed above.