SUPERVISORY PROGRAM AND MANAGEMENT ANALYST - - DIRECT HIRE AUTHORITY

Full Job Description

The Air Force offers qualified applicants opportunities to be hired for certain occupations covered by Direct Hire Authorities (DHA).

The use of DHA is a fast-track method of hiring applicants from the public with no prior federal status using a non-traditional method of recruitment.

To find additional information on "What Is DHA" and to view and/or apply to current DHA opportunities listed on Air Force Civilian Service's "Direct Hire Job Board", please click here.

For additional information on direct hire opportunities with the Air Force please click here.

Experience requirements are described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Standard for Administrative and Management Positions.

Qualifications/Requirements: The primary purpose of this position is to serve as a first level supervisor, providing planning, directing, organizing, and exercising control over nonsupervisory employees assigned to the Personnel and Workforce Development Division.

The organizational location of this position is U.S.

Air Force (USAF), Air Force Materiel Command (AFMC), Air Force Installation and Mission Support Center (AFIMSC), Manpower and Personnel Directorate (A1), Personnel Division (A1K).

Plans, organizes, and directs the activities of the Personnel and Workforce Development Division, ensuring that personnel administration complies with legal and regulatory requirements and meets customer needs.

Represents A1 with a variety of installation and functional area organizations. Leads teams to facilitate the integration of human resources efforts among serviced organizations.

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

Selects or recommends selection of candidates for vacancies, promotions, details, and reassignments in consideration of skills and qualifications, mission requirements, and EEO and diversity objectives.

KNOWLEDGE SKILLS AND ABILITIES (KSAs): 1.

Knowledge of analytical and evaluative methods to accomplish long-range strategic planning for human resources and to provide definitive input on proposed legislative and regulatory changes. 2.

Knowledge of USAF, AFMC, and AFIMSC organizations, programs, missions, and functions to analyze and determine human resources plans, programs, and initiatives to support customers' client and future requirements.

3. Knowledge of safety and security regulations, practices, and procedures. 4.

Mastery of advanced management and organizational principles and practices along with a comprehensive knowledge of human resources functions, e.g., civilian personnel, military personnel, and manpower, etc., to develop and implement integrated approaches and solutions to significant human resources concerns and issues.

5. Ability to plan, organize, and direct the functions and mentor, motivate, and appraise the staff of the Directorate. 6.

Ability to communicate, both orally and in writing, to achieve stated positions or to make an adequate case for a particular strategy which may not be readily accepted, but which is the best solution to achieve the overall AFIMSC goals.

Major Duties:

1.

Plans, organizes, and directs the activities of the Personnel and Workforce Development Division, ensuring that personnel administration complies with legal and regulatory requirements and meets customer needs.

2. Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. 3.

Represents DP with a variety of installation and functional area organizations.

Establishes, develops, and maintains effective working relationships with all levels of management personnel, including General Officers and Senior Executive Service (SES) members, other AFMC Centers, Headquarters AFMC and Headquarters Air Force.

4. Leads teams to facilitate the integration of human resources efforts among serviced organizations.