HR Spec (Mil)

GS-0201-9:

1) Serves as an advisor to commanders on assigned unit human resources (HR) program. Interprets policy and provides procedural guidance to commanders supervisors staff members and individual military members. Provides training to supervisors and guidance and assistance to military members on program for which assigned. Participates in Soldier Readiness Processing (SRP) and unit mobilizations and de-mobilizations. Reviews evaluates and interprets regulatory guidance policies and procedures applicable to military personnel programs and provides guidance to all users. Drafts and implements State policy based on the aforementioned policies. Publishes guidance to enhance and simplify completion and submission of personnel actions. Conducts command inspections staff visits and trains personnel within the unit in all programs for which responsible. Conducts periodic briefings for staff commanders and administrative personnel to promote full understanding of all aspects of the assigned program. Provides commanders supervisors and DEARNG G1 staff with a variety of statistical data or reports pertaining to military HR issues in order to assist in HR management decisions. Responds to correspondence (general other agency congressional etc.) regarding military personnel issues. Researches prepares response and maintains action file. As required forwards responses for review and/or responses for the DEARNG G1 Director and/or State Adjutant General. Estimates and projects future travel and funding requirements and submits request to DEARNG G1 Director. Oversees one of the following programs identified in duties 2 through 4.

(2) Responsible for and oversees the direction of the EPM/OPM or Incentives program and functions as the technical expert. Determines the methods and procedures for conducting military career guidance and counseling to ensure officer or enlisted personnel have an optimal and established career pattern. Provides direction information and/or counseling to DEARNG G1 staff and commanders of Major Army Command (MACOMM) through unit commanders supervisors as well as individual military members as required. Provides information and ensures regulatory compliance regarding area of responsibility which may include but is not limited to: accessions appointments assignments reassignments transfers promotions Selected Reserve Incentive Program (SRIP) discharges separations retirements Officer Evaluation Reports (OER) Non-Commissioned Officer Evaluation Reports (NCOER) awarding of Area of Concentration (AOC) Functional Areas (FA) Additional Skill Identifiers (ASI) Special Qualification Identifiers (SQI) Military Occupational Specialty (MOS) identifiers (primary or secondary) Stop Loss programs and National Guard Bureau (NGB) waivers casualty assistance and requests for retention beyond mandatory removal date. Reviews and determines eligibility upon accepting military technicians (dual status) or AGR positions. Assists other organizations and agencies/units in development of battle roster and personnel assignment. Convenes or participates in various boards which may include: Promotion DA Boards awards selective/qualitative retention MOS Medical Review Board (MMRB) Incapacitation Review Boards etc. Tracks Contingency Temporary Tour of Active Duty for Operational Support (CO-ADOS). Initiates action for the issuance of all military orders relating to military personnel actions and distributes accordingly.

(3) Responsible for and oversees the direction of IPPS-A and internal/external interfaces and functions as the technical expert. Responsible for and ensures the timely and accurate processing of submitted military personnel actions. Manages a control log to maintain document control and an audit trail of all transactions received and dispersed in IPPS-A. Notifies units and higher echelons of rejected or incomplete transaction/documentation necessary steps or processes required to resolve the problem and maintains a database for tracking and suspension of submissions for identification of trends and problems. Identifies problem areas in the types of submissions (based on rejects/incomplete documentation) the locations where training is needed and creates and provides training material. Reviews and processes the units forecasted MTOE and TDA structures. Creates and processes rear detachment MTOE as a result of unit mobilization. Coordinates with the other DEARNG G1 sections and Military Pay to resolve any problems associated with the IPPS-A system. Creates and provides various scheduled reports as well as special request reports. Provides oversight and guidance on the Retirement Points Accounting Management (RPAM) program using appropriate systems. Coordinates with NGB field representative for technical assistance and information.

Contact HRO for a full copy of the GS-09 Position Descriptions.

• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a trial period.
• Participation in direct deposit is mandatory.
• Must be able to obtain and maintain a Secret security clearance within one year of hire. Failure to be able to obtain and maintain the required level of clearance may result in the withdrawal of a job offer or removal.
• Must meet the definition of specialized experience by the closing of the announcement.
• Must have at least one year of specialized experience equivalent to at least the next lower grade
• Time in Grade: Current Federal employees must have served 52 weeks at the next lower grade in the Federal service. Time in grade requirements must be met by the closing date of this announcement.

SPECIALIZED EXPERIENCE: GSMust have at least one year of specialized experience equivalent to at least the next lower grade level demonstrating comprehensive knowledge and technical expertise in military human resources programs policies and systems within the Department of Defense U.S. Army or National Guard Bureau. Experience must include evaluating and interpreting federal regulations to draft implement and publish state-level personnel policies while serving as a strategic advisor to commanders and staff on HR program compliance; administering complex military personnel actions to include evaluations (OER/NCOER) promotion board packets incentives (SRIP) accessions and casualty assistance; and managing force structure authorizations by analyzing MTOE TDA and UMR documents. Experience managing and auditing military databases and record systems-specifically IPPS-A iPERMS and DEERS-to resolve system rejects maintain data transaction logs and oversee the coordination of large-scale readiness events (SRPs) mobilizations and the technical daily workflows of subordinate personnel.

QUALITY OF EXPERIENCE: Length of time is not of itself qualifying. Candidates experience should be evaluated based on the duties performed rather than strictly on the rank of the individual; however established compatibility criteria/assignments must be followed. The applicants record of experience training and education must show possession of the knowledge skills and abilities needed to fully perform the duties of the position to be filled.

Qualifications are based on your ability to demonstrate in your resume that you possess one year of the specialized experience for this announcement at a comparable scope and responsibility. To ensure all of the essential information is in your resume we encourage you to use the USAJOBS online Resume Builder ( If you choose to use your own resume it must contain the following information organized by experience/position: (1) job title (2) name of employer (3) start and end dates of each period of employment (from MM/DD/YY to MM/DD/YY) (4) detailed description of duties performed accomplishments and related skills and (5) hours worked per week (full-time employment and part-time employment will be prorated in crediting experience). Federal experience/positions must also include the occupational series grade level and dates in which you held each grade level.

Determining length of General or Specialized Experience is dependent on the above information. Failure to provide the above information in your resume may result in your application being found not qualified.

Do not copy and paste the duties specialized experience or occupational assessment questionnaire from this announcement into your resume as that will not be considered a demonstration of your qualifications for this position.

Your resume serves as the basis for experience related qualification determinations and you must highlight your most relevant and significant work experience and education (if applicable) as it relates to this job opportunity. Please use your own words be clear and specific when describing your work history. We cannot make assumptions regarding your experience.

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.