Summary Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. GS-11/ 12 This is a developmental position with known promotion potential to the target position of 9LAR10318 (Human Resources Specialist (Employee Relations), GS-0201-13). Incumbent works closely with the supervisor in performing duties identified in the full performance standard core personnel document/core document. Summary Continued in Duties Responsibilities Summary Continued GS-13 The primary purpose of this position is to plan, develop, and carry out the full range of employee relations and management advisory services for assigned organizations typified by complex organizational structures and dynamic, professional and/or scientific missions. Duties Manages the end-to-end processes for Employee Management Relations Provides employee relations assistance to managers for assigned organizations of a complex nature Manages one or more assigned programs Provides consultation and assistance on complex and often controversial conduct and performance-related issues Requirements Conditions of Employment Qualifications In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions, 0201 Series. GS-11 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-9, or equivalent in other pay systems. Examples of specialized experience include knowledge of a wide range of in-depth employee relations concepts, principles, practices, and legal and regulatory requirements sufficient to provide a broad expertise in advising senior management and supervisors on a myriad of complex and frequently contentious issues; Knowledge of complex concepts, principles, practices, and case law regarding third party powers and procedures sufficient to research facts, legal precedents, and define legal and factual parameters/issues of cases; assist in the preparation, maintenance, and filing of necessary documents and files; and represent management before third parties in quasi-judicial boards and commissions. Note: Resume must show supporting details. OR EDUCATION: Applicants have successfully completed a Ph.D. or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M. in a field which demonstrates the knowledge, skills, and abilities necessary to perform the work of the position. NOTE: You must submit copies of your college transcripts. OR COMBINATION OF EDUCATION AND EXPERIENCE: Applicants have less than the full amount of specialized experience described in the job opportunity announcement; however, they have at least 2 years of progressively higher level graduate education, but have not obtained a Ph.D. or equivalent graduate degree. Therefore, applicants have a combination of experience and education. Note: You must submit a copy of transcripts. GS-12 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems. Examples of specialized experience include knowledge of a wide range of in-depth employee relations concepts, principles, practices, and legal and regulatory requirements sufficient to provide a broad expertise in advising senior management and supervisors on a myriad of complex and frequently contentious issues; Knowledge of complex concepts, principles, practices, and case law regarding third party powers and procedures sufficient to research facts, legal precedents, and define legal and factual parameters/issues of cases; assist in the preparation, maintenance, and filing of necessary documents and files; and represent management before third parties in quasi-judicial boards and commissions. Note: Resume must show supporting details. GS-13 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems. Examples of specialized experience include mastery of advanced employee relations laws, regulations, principles, precedents, policy, legal and regulatory principles, concepts, practices, techniques, consultative skill, and seasoned judgment sufficient to: (1) provide authoritative advisory services for a variety of Employee Relations programs; (2) plan, organize, and conduct research of legal case facts, laws, regulations, precedent decisions to advise managers on the procedural and legal requirements for correcting complex conduct problems and administering disciplinary and adverse actions; (3) review, troubleshoot, and resolve difficult employee relations issues, characterized by their breadth, importance, and severity, many of which are unique and not covered by available precedents; (4) direct, plan, evaluate and make recommendations concerning overall plans and proposals for special studies and projects affecting major Employee Relations programs and/or policies in order to resolve substantive organizational and program issues or complex problems not susceptible to treatment by standard methods; (5) research and evaluate impact of new or proposed regulations, policies, and/or laws to provide technical guidance and advise on issues; and (6) review draft regulations, directives, and other guidance and prepares recommendations and comments reflecting impact on local policy or practices. Note: Resume must show supporting details. FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible. One year at the GS-9 level is required to meet the time-in-grade requirements for the GS-11 level. One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level. One year at the GS-12 level is required to meet the time-in-grade requirements for the GS-13 level. 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: GS-11/12 In-depth knowledge of a wide range of employee relations concepts, case law, principles, practices, and regulatory requirements sufficient to perform detailed analyses; draw conclusions on complex legal issues, problems, and situations; and advise senior managers regarding corrective techniques in response to a wide range of conduct and performance problems Knowledge and understanding of complex Federal HR management functions, theories, and techniques; and the basic relationships of the various HR disciplines Knowledge of in-depth legal research methods, information-gathering techniques, and analytical techniques sufficient to locate, interpret, and analyze for applicability and appropriateness, precedent and substantive decisions, and/or legal opinions that various courts and administrative bodies have rendered Knowledge of conflict resolution techniques sufficient to interact in highly charged, emotional situations which arise due to delicate or highly contested case matters and determinations Skill in gathering facts and using effective, analytical, and evaluative methods to accurately assess information and make sound decisions Ability to communicate with others, both orally and in writing, sufficient to formulate and present arguments and advisory opinions and prepare case documents Qualifications Continued in Education Education Qualifications Continued 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: GS-13 Knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative policies and procedures across a the Air Force to conduct studies, which are frequently ad hoc team efforts, to identify, consider, and recommend options for the resolution of substantive organizational and program issues or complex problems not susceptible to treatment by standard methods Knowledge at an expert level of analytical and evaluative methods, including a wide range of qualitative and quantitative techniques, plus a thorough understanding of how regulatory programs are administered to measure compliance, assess effectiveness, identify deficiencies, analyze trends, and make recommendations for enhancements and improvements of programs and the resolution of problems Mastery knowledge and experience with Title 5 and Title 10 personnel systems and current DoD and Air Force Human Resources database systems and applications (to include DCPDS, DPMAP, and Business Objects), as well as Cyberfeds, to query, retrieve, research, and analyze information in order to complete assignments Mastery of and skill in applying policies, procedures, methods, and publicity techniques of business operations to develop, revise, and advise on Human Resources employee relations programs to meet goals and objectives within available resources Mastery of and skill in applying federal laws, executive orders, regulations, policies, directives, principles, and practices to advise and assist with the Employee-Management Relations program at the Headquarters Air Force level Skill in justifying, defending, and recommending course of action on an end-to-end employee relations program within serviced organizations Skill in communicating, both orally and in writing, to provide professional, technically proficient, seasoned consulting to operating managers and other specialists; lead team studies, influence and/or negotiate complex, controversial issues; provide informational briefings and training to include options and recommendations to high-level management; and establish and maintain effective and positive working relationships Skill in researching/comprehending complex case law/precedent and conducting fact-finding to provide necessary context and determine/confidently recommend to management the best course of action in any given employee relations situation 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. EDUCATION IF USING EDUCATION TO QUALIFY: If position has a positive degree requirement or education forms the basis for qualifications, you MUST submit transcripts with the application. Official transcripts are not required at the time of application; however, if position has a positive degree requirement, qualifying based on education alone or in combination with experience, transcripts must be verified prior to appointment. An accrediting institution recognized by the U.S. Department of Education must accredit education. Click here to check accreditation. FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. *ADDITIONAL INFORMATION FOR ACTIVE DUTY SERVICES MEMBERS* ACTIVE DUTY SERVICE MEMBERS: The VOW Act requires federal agencies to treat an eligible active duty service member as a veteran, disabled veteran, and preference eligible (as applicable) when applying for civil service positions before the effective release or discharge date. Appointment of military members before the release or discharge date is permissible if the member is on terminal leave. At the time the active duty member applies for a civil position, he or she must submit a "certification" memo in lieu of a DD-Form 214, Certificate of Release or Discharge from Active Duty. Active duty members applying for a civil service position without submitting a valid certification memo or DD-Form 214 with their application will render the member ineligible for the position. The certification memo must originate from the member's military service branch on official letterhead and contain the following: Name/Rank/Grade of Service Member Branch of Armed Forces Dates of Active Service (Start and End Date(s) Expected Date of Discharge/Release from Active Duty Terminal leave start date (if applicable) Expected character of service (honorable or general) and type of separation (i.e. separation or retirement) Must be certified within 120 days of anticipated discharge Signature by, or by direction of the adjutant, personnel office, unit commander, or higher headquarters commander Note: The VOW Act provides tentative preference. If appointed, a DD Form-214 must be submitted upon receipt. Additional Information Interagency Career Transition Assistance Program (ICTAP): For information on how to apply as an ICTAP eligible click here. To be well-qualified and exercise selection priority for this vacancy, displaced Federal employees must be rated well qualified or above for this position. You must submit a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting position, grade level, and duty location. Employed Annuitants (Reemployed Annuitants): Applicants in receipt of an annuity based on civilian employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants. Click here for more information. 120-Day Register: This announcement may result in a 120-day register that may be used to fill like vacancies for 120 days after the closing date. Applicants may be referred for consideration as vacancies occur. Military Spouse Preference (MSP) Eligible: MSP applicants, if determined best qualified, must be selected and placed at the highest grade for which they applied. You must include a completed copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility for MSP. Click here to obtain/download a copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist. Priority Placement Program (PPP) Applicant Eligible: PPP Applicants, if determined well qualified and selected, will be placed at the at the full performance level. You must include the applicable completed copy of the PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility as a PPP Applicant. Click here to obtain/download a copy of the applicable PPP Self-Certification Checklist (DD3145-1 through DD3145-4, select the appropriate checklist for your claimed preference). To determine the applicable PPP Self-Certification Checklist required to substantiate the eligibilities you are claiming, refer to the AF Civilian Employment Eligibility Guide located in the Required Documents section of this vacancy announcement. Disabled veteran leave is available to a Federal employee hired on/after 5 Nov 2016, who is a veteran with a service-connected disability rating of 30% or more. For more information, click here. If you have questions regarding this announcement and have hearing or speech difficulties click here. Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the "Tax Cuts and Jobs Act of 2017" suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. When you perform a Civilian Permanent Change of Station (PCS) with the government, the Internal Revenue Service (IRS) considers the majority of your entitlements to be taxable. Visit GSA Bulletin FTR 20-04 here for additional information.