Summary This position is for a HR SPEC (MIL), PD# T5621000, part of the Nevada National Guard. Position location: Joint Force Headquarters State, Human Resources Office (HRO) - Army National Guard (ARNG) and Air National Guard (ANG). This position is responsibility for the overall management of the state AGR program by providing in-depth human resources management services to ARNG/ANG managers, supervisors and support personnel directly and through subordinate employees. Responsibilities This position is located in the Military Duty Active Guard Reserves (AGR) Management Branch of the Human Resources Office. This position is responsibility for the overall management of the state AGR program by providing in-depth human resources management services to ARNG/ANG managers, supervisors and support personnel directly and through subordinate employees. Serves as management authority on all branch regulatory requirements pertaining to AGR human resources administration and services. 1. Responsible for the development, implementation, and supervision of the AGR recruitment and placement program and policies for the state. Develops and administers a career management program in conjunction with Military Personnel Office (MILPO)/Military Personnel Flight (MPF) to ensure normal progression of career patterns and professional development. Develops, directs and monitors administrative procedures and policies on disciplinary actions. Oversees counseling and referral services to AGR personnel and dependents in regard to Veterans Administration, Dependency and Indemnity Compensation and Civilian Health and Medical Program of the Uniformed Services. Responsible for administration of the performance and evaluation programs. 2. Serves as principal advisor to the Human Resources Officer, Chief of Staff, Adjutant General, commanders, supervisors and managers on all matters relating to AGR personnel. Drafts and provides input to state personnel plans and procedures that apply to AGR personnel based on interpretation of regulations and directives from Departments of Army, Air Force, and National Guard Bureau (NGB). Formulates fiscal year and mid-year reviews while in the process of executing annual budgets in AGR specific areas of travel/per diem requirements, permanent change of station requirements, and medical requirements. 3. Coordinates program policy with NGB. Researches and responds to Congressional inquiries, Freedom of Information and Privacy Act requests. Monitors the physical fitness program. Administers the medical and dental health care program to include cardiovascular screening, panographic dental x-rays, required medical/dental processing, and monitoring of all follow-up care. 4. Responsible for the administration of voluntary and involuntary separation actions and the timely and accurate retirement actions. Develops and manages sponsorship and orientation programs. Monitors utilization of AGR members, monitors unit organizations and reorganizations and directs changes to staffing guide/manning documents as required. Manages the monitoring and reporting of the Active Duty Special Work (ADSW) Program. Prepares and conducts supervisor training and AGR updates, provides input to Human Resources Office bulletin or publishes an AGR Newsletter. Administers the Military Human resources Management Evaluation Program for the AGR program. 5. Responsible for the Drug and Alcohol Abuse Program as it pertains to AGR soldiers. Responsible for the conduct of AGR continuation boards and associated actions. Monitors the Title 10 Long Tour Program for the state. Maintains the Internal Control Review program for the AGR program. Responsible for the awards and suggestion program. Monitors the military reporting and evaluation program. Conducts research and formulates AGR policies and regulations. Responsible for all personnel and pay actions as pertains to the AGR program. Responsible for the authentication of financial transactions and Department of Defense Forms 214 for AGR personnel. Responsible for the issue of active duty and dependent identification cards for AGR personnel and their dependents. Schedules and approves leave of subordinates. Sets performance standards and makes performance appraisals. Counsels employees on problems, adjusts informal complaints within the section, takes corrective action on conduct or performance problems within the section and initiates disciplinary actions where needed. Interviews and recommends selection of applicants to fill positions within the section. Recommends the participation of section employees in training courses needed for job proficiency. Periodically reviews position descriptions of section employees for currency and accuracy and recommends changes as may be necessary. 6. Performs other duties as assigned. Requirements Conditions of Employment Conditions of Employment - Males born after 31 December 1959 must be registered for Selective Service. - Federal employment suitability as determined by a background investigation. - Must be able to obtain and maintain the appropriate security clearance of the position within one year of appointment. - May be required to successfully complete a probationary period. - This position is covered by the Domestic Violence Misdemeanor Amendment (30 Sep 96) of the Gun Control Act (Lautenberg Amendment) of 1968. An individual convicted of a qualifying crime of domestic violence may not perform the duties of this position. - May occasionally be required to work other than normal duty hours; overtime may be required. - For positions requiring the operation of motor vehicles, candidates must have a valid state driver's license. COVID19 - To ensure compliance with an applicable preliminary nationwide injunction, which may be supplemented, modified, or vacated, depending on the course of ongoing litigation, the Federal Government will take no action to implement or enforce the COVID-19 vaccination requirement pursuant to Executive Order 14043 on Requiring Coronavirus Disease 2019 Vaccination for Federal Employees. Therefore, to the extent a Federal job announcement includes the requirement that applicants must be fully vaccinated against COVID-19 pursuant to Executive Order 14043, that requirement does not currently apply. Federal agencies may request information regarding the vaccination status of selected applicants for the purposes of implementing other workplace safety protocols, such as protocols related to masking, physical distancing, testing, travel, and quarantine. Qualifications In order to qualify for this position, your resume must provide sufficient experience and/or education, knowledge, skills, and abilities, to perform the duties of the specific position for which you are being considered. Education requirement is based upon the qualification standards for the specific position and is stated under the heading "EDUCATION". Your resume is the key means we have for evaluating your skills, knowledge, and abilities, as they relate to this position. Therefore, we encourage you to be clear and specific in describing your experience. EACH APPLICANT MUST FULLY SUBSTANTIATE (IN THEIR OWN WORDS) THAT THEY MEET THE REQUIREMENTS OF THE SPECIALIZED EXPERIENCE LISTED BELOW; OTHERWISE, THE APPLICANT WILL BE CONSIDERED UNQUALIFIED FOR THIS POSITION. DO NOT COPY FROM THE VACANCY ANNOUNCEMENT OR THE POSITION DESCRIPTION OR YOU MAY BE DISQUALIFIED. GENERAL EXPERIENCE: Must have experience gained through civilian and/ or military technical training schools with the human resources business programs are included as general experience qualifications. An applicant must have a validated understanding of the basic principles and concepts of the occupational series and grade. SPECIALIZED EXPERIENCE: Must have at least one year of specialized experience at the GS-09 level or the equivalent which provided a working knowledge of National Guard missions, organizations and federal civilian or military personnel programs; must have experience in executing personnel programs and Human Resources Information Systems, as applicable to the specific position and its position description; must have knowledge and understanding of the personnel and manpower core competencies: Organization Structure; Requirements Determination; Program Allocation and Control; and, Performance Improvement; have a working knowledge of organizational structures; manpower standards; manpower resources; manpower data systems; or, commercial services to include strategic sourcing; experienced in performing personnel program requirements that involve advising supervisors and managers; and experienced in completing accession planning and processing; classification and position management; and, civilian promotions; experienced in advertising positions, processing assignments or reassignment actions; reviewing human resources development programs; applying education and training policy requirements; discussing retraining procedure; and/ or providing retirement options. Competent in discussing the equal opportunity and sexual assault prevention and response programs; have experience in career counseling; completing or editing performance evaluations; and conducting educational and skill development personnel course program; competent in merit principles, personnel plans, programs and policies, directives, publications and training manuals; knowledgeable on allocating manpower resource budgets or execution procedures; experience in performance management and productivity programs; or, advising on process improvement, best practices and performance technique. Education There is no specific education requirement for this position. The applicant's record of experience and/or training must show possession of the knowledge, skills and abilities needed to fully perform the duties of the position. You must provide transcripts or other documentation to support your Training/Educational claims. To receive credit for Training/Education, you must provide documentation of proof that you meet the Training/Education requirements for this position. Additional Information - If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency (https://www.sss.gov/RegVer/wfRegistration.aspx). - This is a Non-Bargaining Unit position. - Applicants who feel they have restoration rights to this position should contact the HRO. - Participation in Direct Deposit is mandatory. VETERANS' PREFERENCE: In order to adjudicate your Veterans' Preference claims, YOU MUST INCLUDE SUBSTANTIATING DOCUMENTATION OR YOU WILL NOT RECEIVE VETERAN'S PREFERENCE CREDIT! please upload all supporting documentation. Such as: DD214s and/or SF-15, etc. A. ARE YOU A VETERAN CLAIMING SOLE SURVIVORSHIP PREFERENCE OR 5-POINT VETERANS' PREFERENCE? You are strongly encouraged to provide legible copy/copies of the following: DD-214 (member 4 copy), "Certificate of Release or Discharge from Active Duty," showing all dates of service, as well as character of service (Honorable, General, etc.) or Statement of Service/Proof of Service (in lieu of a DD-214) from your command or local Personnel Support office. The Statement of Service/Proof of Service must provide all dates of service, the expected date of discharge and anticipated character of service (Honorable, General, etc.). If you have more than one DD-214, you are strongly encouraged to upload all your DD-214s. B. ARE YOU A DISABLED VETERAN or CLAIMING 10-POINT VETERANS' PREFERENCE? Disabled veterans, veterans, widows, spouses or the mother of a veteran, who are eligible for 10-point veterans' preference, YOU MUST PROVIDE LEGIBLE COPIES OF THE FOLLOWING: Applicable supporting documents as noted on Standard Form-15 (SF-15). To obtain a copy of SF-15, go to http://www.opm.gov/forms/pdf_fill/SF15.pdf. C. ARE YOU UNSURE AS TO WHETHER YOU QUALIFY FOR VETERANS' PREFERENCE? Please review the OPM Vet Guide to determine if you qualify for Veterans' Preference. Please visit: https://www.opm.gov/policy-data-oversight/veterans-services/vet-guide-for-hr-professionals/ or https://fedshirevets.gov/Index.aspx. AREA OF CONSIDERATION: In accordance with the State Merit Placement Plan, candidates will be considered in order of their area of consideration category as appropriate. TERM POSITIONS: "Temporary-Not to Exceed" (TEMP) and "Temporary-Indefinite" (INDEFINITE) are considered to be TERM positions and are limited in duration to 4 years maximum. Employees reaching maximum TERM appointment limit of 4 years may be terminated. CONVERSION OF TERM (TEMPORARY/INDEFINITE) POSITIONS: Positions advertised as TEMP or INDEFINITE may be non-competitively converted to INDEFINITE or PERMANENT without further competition at a future date contingent upon available funding. For TEMP PROMOTIONS, position may be non-competitively converted upon expiration of the incumbent's USERRA rights. RECRUITMENT/RELOCATION INCENTIVE: Recruitment and/or Relocation incentives may be available, if eligible. Incentives are subject to funding availability and TAG-NV approval and are not guaranteed. PERMANENT CHANGE OF STATION (PCS): PCS funding is NOT authorized. If you do not reside in the location of the position, you will be required to relocate at your own expense.