Human Resources Specialist (Military)

(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 MILPO 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 MILPO Director and/or State Adjutant General. Estimates and projects future travel and funding requirements and submits request to MILPO 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 MILPO 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. Reviews Table of Distribution and Allowances (TDA) Table of Organization and Equipment (TOE) Modified TOE (MTOE) and/or Unit Manning Report (UMR) for the requirements authorizations and movements of military personnel. Responsible for the review and verification of promotion actions and/or the review and forwarding of packets for promotion board actions and general Officer nomination packets.

(3) Responsible for and oversees the direction of SIDPERS 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 SIDPERS. 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 MILPO sections and Military Pay to resolve any problems associated with the SIDPERS system. ...

Performs other duties as assigned.

• NATIONAL GUARD MEMBERSHIP IS REQUIRED. If you are not sure you are eligible for military membership please contact a National Guard recruiter prior to applying for this position.
• This is an excepted service position that requires membership in a compatible military assignment in the employing states National Guard required prior to the effective date of placement.
• 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.
• Males born after 31 December 1959 must be registered for Selective Service.
• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a trial period.
• Participation in direct deposit is mandatory.
• Ability to obtain access to IPPS-A iPerms and Drug Testing Coordinator Training.

Military Grades: E-3 through E-7

Compatible Military Assignments: 42A or ability to obtain

GENERAL EXPERIENCE:

For positions for which individual occupational requirements do not specify otherwise general experience is 3 years of progressively responsible experience 1 year of which was equivalent to at least GS-4 that demonstrates the ability to:

1. Analyze problems to identify significant factors gather pertinent data and recognize solutions;
2. Plan and organize work; and
3. Communicate effectively orally and in writing.

Such experience may have been gained in administrative professional technical investigative or other responsible work. Experience in substantive and relevant secretarial clerical or other responsible work may be qualifying as long as it provided evidence of the knowledge skills and abilities (KSAs) necessary to perform the duties of the position to be filled. Experience of a general clerical nature (typing filing routine procedural processing maintaining records or other nonspecialized tasks) is not creditable. Trades or crafts experience appropriate to the position to be filled may be creditable for some positions.

SPECIALIZED EXPERIENCE: Experience that equipped the applicant with the particular knowledge skills and abilities to perform successfully the duties of the position and that is typically in or related to the work of the position to be filled. To be creditable specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization. Applicants who have the 1 year of appropriate specialized experience as indicated in the table are not required by this standard to have general experience education above the high school level or any additional specialized experience to meet the minimum qualification requirements.