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 serve as a field operating agency workforce development specialist for the Air Force Office of Special Investigations (AFOSI) in support of warfighter readiness and lethality.
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. SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-13, or equivalent in other pay systems. Examples of specialized experience includes (1) working with a wide range of concepts, principles, practices, laws, regulations and practices of the force development, education, and HR development programs; (2) using Human Resources (HR) polices, practices, and processes in order to collaborate with HR organizations to effectively incorporate and advance Force Development activities & goals and objectives into the fabric of the organization and all aspects of the employee life cycle; (3) planning, analysis of administrative and program operations, problem solving capability, and the development of recommendations for improvement. Such assignments may involve specific areas of the organization. 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-13 level is required to meet the time-in-grade requirements for the GS-14 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: Knowledge of military force development policies, principles, concepts, guidance, procedures, techniques, and methodologies pertaining to professional, Total Force career development. Knowledge of the missions, roles, functions, organizational relationships, and operation of DoD and Air Force organizations to provide command level staff guidance on professional development. Knowledge of qualitative and analytical methods (e.g. surveys, focus groups, user feedback, etc.) for assessment of planning, programming, budgeting, and execution initiatives as these relate to workforce management and force development programs. Skill in collecting, reviewing, and analyzing data from multiple systems and preparing and presenting recommendations on effectiveness of agency management and programs as well as on procedural and policy changes. Ability to plan, organize, direct, and adjust work operations of staff organizational segments to meet program requirements and objectives within available resources. Ability to communicate, both orally and in writing, clearly, concisely, and with technical accuracy. Ability to lead study teams; originate new ideas, projects and methodologies; and execute several projects and/or studies simultaneously within established financial and/or time constraints. 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.
Develop field operating agency (AFOSI) force development strategy, policy, and programs that aligns with DAF goals and requirements, strengthens workforce readiness and lethality, delivers competency-based development, and fosters career growth and professional development. Manage and facilitate field operating agency (AFOSI) governance structures and working groups focused on force development and talent management objectives, including but not limited to Development Teams, Functional Advisory Committees, and synchronization meetings with senior leaders and force development mission partners and stakeholders. In support of career field managers and field operating agency (AFOSI) human capital requirements, develop and sustain talent management frameworks that are robust, adaptable and aligned with career field and organizational goals, enabling the attraction, development and retention of a mission-ready workforce. Analyze and evaluate field operating agency (AFOSI) force development policy, program objectives, strategic and talent management frameworks, and organizational procedures against actionable results of Total Force development to enhance professional growth opportunities and optimize workforce effectiveness.