Opened Area(s) of Consideration: 1 DEFINITION OF AREA(S) OF CONSIDERATION: Area 1 - All current on-board AKNG T5 Competitive or Excepted Service Employees. PDCN: T5018P01 Selecting Supervisor: Shannon L. Hall
SPECIALIZED EXPERIENCE is experience which is directly related to the position to be filled and which has equipped you with the particular knowledge, skills and abilities to successfully perform the duties of this position. GS-12 - Must have at least 1 year specialized experience equivalent to at least the next lower grade level; GS-11. Examples of specialized experience include the management and administration of various Federal employee programs. Advising management and counseling employees on programs related to health, life insurance, dental and vision coverage, leave, the Thrift Savings Plan (TSP), physical capability requirements, limited duty, and the Federal Employees Compensation Act (FECA). Provide advisory services and technical guidance to employees and supervisors regarding retirement programs and options, which include the Civil Service Retirement System (CSRS), the Federal Employees Retirement System (FERS), beneficiary information, and survivor benefits. EXPERIENCE REQUIREMENTS: Resume must have complete dates and hours worked per week for each occurrence of both civilian and military employment (Example: 2 JAN 1980 to 3 MAR 1981; 0800-1630 M-F or JAN 1980 to MAR 1981; 40 hrs/wk) Use of year only will result in disqualification. The duties listed must fully substantiate -in your own words- that you meet the minimum requirements and specialized experience listed above, in detail; otherwise, you will not be considered qualified for this position. Length of time is not of itself qualifying. Your experience will be evaluated on the basis of duties performed. Your record of experience, training, and education must show possession of the following knowledge, skills and abilities needed to fully perform the duties of the position: - Knowledge of, and skill in applying a wide range of HRM concepts, laws, management methods, principles and practices and standardized analytical, and evaluative methods and techniques to advise on and/or resolve complex, controversial and/or unusual workers' compensation, employee benefits, compassionate reassignment, telework as well as other work-life programs, and retirement issues and problems. - Knowledge of, and skill in applying a wide range of HR concepts sufficient to provide comprehensive HR Benefits advisory and technical services. - Knowledge of retirement, benefits entitlements, health and life insurance, and TSP regulations sufficient to provide individual employee counseling on retirement options, eligibility requirements, health and life insurance, and TSP issues. - Knowledge of methods and principles sufficient to advise managers and employees on coverage, options, variances in coverage, and advantages and disadvantages of various benefits programs. - Knowledge of regulations, policies and practices pertaining to medical determinations and their impact on employment decisions, including reasonable accommodation obligations. - Skill in consensus building, negotiating, and conflict resolution techniques to interact with and resolve complex and emotionally charged cases. - Basic knowledge of other HRO specializations, i.e., Recruitment and Placement, Classification, Human Resources Development, Employee Relations, Labor Relations, etc., for purposes of interacting and resolving specific issues. - Ability to communicate both orally and in writing sufficient to develop and present findings and determinations to management and employees to gain acceptance and understanding of findings and recommendations. - The work involves knowledge and skill in applying a wide range of HR concepts, practices, laws, regulations, policies, and precedents sufficient to provide state level comprehensive employee benefits HR management advisory and technical services on substantive organizational (ANG and ARNG) functions and work practices in assigned programs. The incumbent advises management and employees on complex interrelated HR problems and issues.
Responsible for management and administration of a variety of Federal employee programs. Advises management, and counsels' employees on such programs as health, life insurance, dental, vision, leave Thrift Saving Plan (TSP), physical capability requirements, limited duty, and the Federal Employees Compensation Act (FECA). Provides advisory services and technical guidance to employees and supervisors on retirement programs/options to include Civil Service Retirement System (CSRS) and Federal Employees Retirement System (FERS), beneficiary information, and survivor benefits. Manages, administers, and provides advice and assistance on compensation/pay programs including hours of duty and premium pay. Conducts program analysis to determine activity trends and compliance with program requirements. Advises management on pre-Reduction in Force planning and potential program problems such as organizational patterns of leave usage or potential FECA abuse. Serves as the statewide functional expert on various leave programs, including but not limited to: Paid Parental Leave, Voluntary Leave Donation Program, Family Medical Leave Act (FMLA), Advanced Leave, Sick Leave, Disabled Veterans Leave, Military Leave, Presidential Leave, Court Leave, Compensatory Time, Bereavement Leave, and Work Schedules. Provides Social Security guidance, interpretation of OPM, Defense Civilian Personnel Advisory Service (DCPAS), and NGB regulations. Responsible for administering the benefits program and provides advice to managers, supervisors, and individuals who perform military duty about provisions of the law covering the Uniformed Services Employment and Reemployment Rights Act (USERRA). Provides technical guidance to employee's and supervisors on Special Provision Disability and OPM disability retirement requirements. Manages and tracks the USERRA Program through the collection of updated military orders and notification when the employee reaches time expiration. Responsible for the administration of the Telework, Worker's Compensation and Unemployment Programs for the state and ensures that the program objectives and goals are met. Advises, partners, and coordinates on Reasonable Accommodations (RA) requests, arranging for light duty assignments and/or details to maximize personnel resources and minimize compensation costs. Coordinates with appropriate personnel on individual placement actions. Provides guidance and policies on Mass Transit, RA, and Telework. Process request for RA, in accordance with internal agency policy and Equal Employment Opportunity Commission (EEOC) enforcement guidance for RA, specific to providing RA in the Federal Workforce. Provides guidance based on analysis of RA request, reviews case files, determining need for supporting documentation and assist management officials with implementation of approved accommodation, when appropriate. Reviews and analyzes DoD, DA, and Command policy or regulatory issuances for applicability and consolidates into directives and supplements the documents containing interpretative guidance information for implementation by managers of subordinate elements. Answers questions regarding the program with respect to legal, moral, and ethical issues; legal rules of evidence; confidentiality; RA, etc. Responsible for the accurate and timely processing of Request for Personnel Actions (SF-52), Notification of Personnel Action (SF-50) for?areas within their HR Office delegation memorandum. Ensures completion of supporting forms, records, and documents. Verifies personnel actions are processed. Conducts internal audit of personnel actions processed to ensure compliance with regulatory and legal requirements. Responsible for the quality assurance, maintenance, and security of the Electronic Official Personnel Folders (eOPFs) ensuring content meets regulatory requirements and is in accordance with the Guide to Personnel Recordkeeping and is safeguarded under the Privacy Act of 1974. Generates reports using the eOPF report function. Monitors and performs Quality control functions on all eOPF's on a periodic basis and prior to transferring to OPM or to a gaining agency of former employee. Ensures benefits related information coded into the automated personnel system is accurate and timely. May have limited leader responsibilities. Distributes and balances workload among Employee Benefit- employees. Gives on-the-job training to lower-graded employees. May approve emergency leave for assigned employees in extenuating circumstances. Provides input into annual performance appraisals. Resolves simple complaints and grievances, referring the more serious ones to the supervisor. Recommends training needs for employees. Provides input to the supervisor concerning selections, promotions, reassignments, and recognition of outstanding performance. Performs other duties as assigned.