HUMAN RESOURCES ASSISTANT

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, Clerical and Administrative Positions for the GS-0203, Human Resources Assistance Series. SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-06, or equivalent in other pay systems. Examples of specialized experience includes developing, establishing, updating, and maintaining office procedures and records/files of various types to ensure effective and efficient operation of the office. Provides advice and guidance to staff in subordinate organization's staff and clerical personnel on administrative, clerical, and procedural requirements and instructions, and assists in solving problems to which existing guidelines can be applied. Updates trackers or suspense files for unclassified document control as required. Establishes, maintains, purges, and disposes of files and records in accordance with established regulations and procedures. Make extensive travel arrangements, such as scheduling transportation, making reservations, preparing travel orders and vouchers based on general travel intentions, known preferences of the traveler, and in accordance with appropriate travel regulations. Prepares, consolidates, submits, and maintains time and attendance records in accordance with established procedures. Collaborates with civilian personnel office, directors, commanders, staff, and functional managers to identify performance measures for an effective resource management program. Collaborates with Manpower to ensure civilian authorizations are accurately identified and resourced. Assist management/leadership in identifying what the impact of reclassification or restructuring of positions may have on other positions within the organization in concert with management. Identifies long and short-range personnel staffing requirements. Creates, coordinates on, and ensures accuracy of a range of Requests for Personnel Action (RPAs). Advises management on recruitment, relocation, and retention incentives; and keeps management informed on status of requests. Validates personnel actions ensuring supporting documentation is accurately completed and included. Reviews Core Personnel Documents (CPDs); prepares hierarchical and organizational charts; and reviews and interprets Unit Manpower Documents (UMDs) for commanders and supervisors. Attend local job fairs representing the organization and discussing civilian assignments, manning, training, awards, and related issues to provide appropriate information for inclusion into a variety of reports and documents. Establishes metrics and analysis systems to ensure actions are timely and adequately reviewed at critical points. Integrates, analyzes, and controls data pertinent to contingency and emergency planning for civilian personnel management. Conducts training and/or informational briefings on civilian personnel programs and processes for supervisors and management teams on an as needed and continual basis. Provides guidance to management officials and supervisors on the Performance Management Program, referral information as needed on procedural requirements for annual ratings, developing/modifying performance plans, preparing performance improvement plans, etc. Provides referral assistance for employees regarding their entitlements and obligations, i.e., initiates referrals for employees facing adverse actions for unacceptable performance about their entitlements to use grievance/complaint/appeal procedures and conducts discussions and other meetings in a professional manner. Manages the Appraisal/Awards program providing guidance and awareness of award entitlements and rules. Forwards results and award submissions to the servicing Civilian Personnel Office. Partners with host base Human Resources Specialists in the servicing civilian personnel office in identifying potential program initiatives or special projects that could improve the use of the overall civilian force. Assists higher level officials in accomplishing all necessary internal operations to include administrative training, security, development of organizational operating instructions and regulations, and personnel assistance. Disseminates information concerning new or changed procedures/regulations. Conducts reviews and briefings on all facets of management functions with recommended courses of action for resolving problems. OR EDUCATION: Successfully completed one full year of graduate level education (internship) in a field directly related which demonstrates the knowledge, skills, and abilities necessary to do the work of the position. NOTE: You must submit a copy of transcripts. OR COMBINATION OF EXPERIENCE AND EDUCATION: A combination of education and experience may be used to qualify for this position as long as the computed percentage of the requirements is at least 100%. NOTE: You must submit a copy of your transcripts. 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-06 level is required to meet the time-in-grade requirements for the GS-07 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements. 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: 1. Knowledge of pertinent laws, regulations, policies and precedents which affect the use of program and related support resources pertaining to personnel management, and a practical understanding of position management, special recruiting authorities, strategies, incentives, organizational design and position classification. 2. Knowledge and skill in applying analytical and evaluative methods and techniques to issues concerning the efficiency and effectiveness of civilian personnel program operations carried out by administrative or professional personnel, or substantive administrative support functions. 3. Knowledge of civilian personnel management policies, processes, and techniques sufficient to advise management and employees regarding rules, procedures, obligations, and entitlements. 4. Skill in conducting detailed analyses of complex civilian personnel functions and work processes. 5. Ability to develop new or modified organizational work methods, processes, and/or procedures to improve organizational efficiency/productivity. 6. Ability to establish effective working relationships and to communicate with tact, creativity, and resourcefulness, both orally and in writing. 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. Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position is to provide key advisory services to leadership and vital HR administrative support assistance to all assigned civilian personnel on a variety of administrative and technical duties involving personnel management, resources management, and manpower analysis management issues impacting organizational matters.