SUPERVISORY INTEL OPS SPECIALIST

Full Job Description

THIS IS A NATIONAL GUARD TITLE 32 EXCEPTED SERVICE POSITION.

This National Guard position is for a SUPERVISORY INTEL OPS SPECIALIST, Position Description Number PDD1646P01 and is part of the MA ANG 102nd IW, National Guard.

This is a Non-Bargaining Unit position. The unit point of contact and contact phone for this position is: Lt Col Maraline Ferris at maraline.ferris@us.af.mil.

Selected applicant MAY BE eligible for a recruitment incentive not to exceed (25%) of the annual rate of basic pay.

Military Grades: OFF: 2Lt to Major Compatible Military Assignments: AFSC: 014N3 If INDEF enter: *This is an indefinite position, tenure 3, with a time limit determined by the needs of the agency.

Any permanent military technician who is selected for this position will become tenure 3.

The selectee will receive the same benefits and entitlements as the tenure 1 employee, but will be considered tenure 3 for purposes of reduction in force.

If a permanent resource becomes available, incumbent may be converted to a permanent appointment without competition* AREA OF CONSIDERATION: Open to current members of the Massachusetts Air National Guard (MAANG) and those eligible to transfer to the Massachusetts Air National Guard.

NATIONAL GUARD MEMBERSHIP IS REQUIRED: This is an excepted service position that requires membership in a compatible military assignment in the National Guard.

Selectee will be required to wear the military uniform. Acceptance of an excepted service position Constitutes concurrence with these requirements as a condition of employment.

Applicants who are not currently a member of the National Guard must be eligible for immediate membership and employment in the National Guard in the military grade listed in this announcement.

If you are not sure you are eligible for military membership, please contact a Massachusetts Air National Guard recruiter prior to applying for this position.

GENERAL EXPERIENCE: Must have general experience or training which demonstrates administrative, professional, investigative, or technical work requiring the ability to deal effectively with others, to collect, evaluate and organize pertinent facts.

Experience preparing clear and concise written reports.

SPECIALIZED EXPERIENCE: Must have 1 year specialized experience or training equivalent to at least next lower grade level, in developing and recommending policy, organizing and carrying out specific programs, evaluating and recommending changes in methods of intelligence operations.

Experience in administrative, investigative, or technical work, which required the applicant to deal effectively with others.

Experience collecting, evaluating and organizing pertinent facts and to analyze, and prepare clear and concise reports.

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) Supervises through subordinate work leaders or supervisors three or more sections of Intelligence Operations Specialists, each section containing a base level of GS-11.

(a) Plans, organizes, and oversees the activities of the subordinate ISR unit crew members.

Establishes, revises, or reviews policies, procedures, mission objectives, and organization design for the staff, as necessary to eliminate work problems or barriers to mission accomplishment, promotes team building, implements quality improvements, or in response to concerns with regulatory compliance and/or customer requirements.

Plans work for accomplishment by subordinate sections, sets and adjusts short-term priorities, and prepares schedules based on consideration of difficulty of requirements and assignments such that the experience, training, and abilities of the staff are effectively utilized to meet organization and customer needs.

Provides subordinate supervisors, work leaders and staff with direction and advice regarding policies, procedures, and guidelines.

Reviews and structures organization to optimize use of resources and maximize efficiency and effectiveness of the organization.

Balances workload and provides overall direction and vision to the subordinate section chiefs on a wide range of intelligence, information management and administrative issues.

Establishes metric and analysis systems for sections managed to assess efficiency, effectiveness, and compliance with regulatory procedures.

Evaluates requirements for additional resources submitted by subordinate supervisors/work leaders, and balances organization needs with overall mission requirements and resource interests.

Identifies need for change in organization priorities and takes action to implement such changes.

Plans and schedules work in such a manner that promotes a smooth flow and even distribution and ensures effective use of organization resources to achieve organization goals and objectives.

Establishes review systems for the organization that make certain intelligence mission needs are met and validated, and that economy and quality of operations are maintained or improved.

Accepts, amends, or rejects work of subordinate supervisors/work leaders.

Reviews work and management techniques of subordinate supervisors/work leaders and is held accountable for actions taken and advice provided by staff of subordinate sections.

Makes decisions on work problems presented by subordinate supervisors/work leaders. Directs self-assessment activities of subordinate supervisors/work leaders.

Reviews training recommended by subordinate supervisors/work leaders to assure it is proper and promotes effective operation of the organization as a whole.

(b) Exercises supervisory personnel management responsibilities. Directs, coordinates, and oversees work through subordinate supervisors/work leaders.

Advises staff regarding policies, procedures, and directives of higher-level management or headquarters.

Selects candidates for subordinate non-supervisory and supervisory positions taking into consideration skills and qualifications, mission requirements, and EEO and diversity objectives.

Ensures reasonable equity among sections of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors/work leaders.

Explains performance expectations to subordinate supervisors/work leaders and employees directly supervised and provides regular feedback on strengths and weaknesses.

Appraises performance of subordinate supervisors/work leaders and other employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors.

Approves expenses comparable to within-grade increases, extensive overtime, and employee travel.

Recommends awards for non-supervisory personnel and changes in position classification to higher-level managers.

Hears and resolves group grievances and employee complaints referred by subordinate supervisors/work leaders and employees.

Initiates action to correct performance or conduct problems of employees directly supervised and reviews and/or approves serious disciplinary actions (e.g.

suspensions, removals) involving non-supervisory subordinates. Ensures documentation prepared to support actions is proper and complete.

Reviews developmental needs of subordinate supervisors, work leaders and non-supervisory employees and makes decisions on non-routine, costly or controversial training needs and/or requests for unit employees.

Encourages self-development. Approves leave for subordinate supervisors/work leaders and ensures adequate coverage in organization through peak workloads and traditional holiday vacation time.

Demonstrates sensitivity to ideas of subordinates. Performs 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.