80526E00

boilermakerwrapperΗλεκτρονική - Συσκευές

8 Νοε 2013 (πριν από 3 χρόνια και 11 μήνες)

93 εμφανίσεις

POSITION DESCRIPTION

1. Agency PDCN

80526E00

2. Reason for Submission



Redescription

New

3. Service



HQ

Field

4. Empl Office Location








5. Du
ty Station








6. OPM Cert #










Reestablishment

Other


Explanation (Show Positions Replaced)


Explanation: Application of US OPM JFS for
Admin and/or Asst Work in HR

Mgmt Grp, GS
-
0200 dtd Dec 2000.

7. Fair Labor Standards Act

Not Applicable

8. Financial Statements Required



Exec Pers Financial Disclosure



Employment & Financial Interests

9. Subject to IA
Action




Yes

No








10. Position Status



Competitive



Excepted (32 USC 709)

11. Position is



Supervisory



Managerial

12. Sensitivity



Non
-
Sensitive



Noncri
tical Sens

13. Competitive Level

















SES (Gen)



SES (CR)



Neither



Critical Sens



Special Sens

14. Agency Use


ENL

15. Classified/Graded by



a. US Office of Pers Mgt

b. Dept, Agency or Establishment


c. Second Level Review

d. First Level Review



Official Title of Position

Pay Plan

Oc
cupational Code

Grade

Initials

Date




Human Resources Specialist
(Military/Information Systems)


GS


0201


09


rmp


23 Jun 03

16. Organizational Title

(If different fro
m official title)








17. Name of Employee

(optional)








18. Dept/Agency/Establishment

-

National Guard Bureau





a. First Subdivision

-

State Adjutant General



b. Second Subdivision

-

ANG Flying Wing


c. Third Subdivision

-

Mission
Support Group



d. Fourth Subdivision



Military Personnel Flight



e. Fifth Subdivision

-







19. Employee Review
.
This is an accurate description of the

major duties
and responsibilities of my position
.


Employee Signature /Date (optional)








20.

Supervisory Certification
.
I certify that this is an accurate statement of the major duties and responsibilities of this position and its
organizational relationships, and that the position is necessary to carry out Government functions for which I am responsible
. This certification is made
with the knowledge that this information is to be used for statutory purposes related to appointment a
nd payment of public funds. False or misleading
statements may constitute violations of such statutes or their implementing regulations.


a.
Typed Name and Title of Immediate Supervisor
















b. Typed Name and Title of Higher
-
Level Supervisor/Manager (optional)
















Signature









Date









Signature









Date








21
. Classification/Job Grading Certification:

I certify
this position has been classified/graded as required by
Title 5 USC, in conformance with USOPM published standards
or, if no published standards apply directly, consistently
wit
h the most applicable standards.




22. Standards Used in Classifying/Grading Position


US OPM Job Family Position Classification Standard for
Administrative Work in the Human Resources Management
Group, GS
-
0200, dated Dec 2000.


Typed Na
me and Title of Official Taking Action








ROGER M. PARRISH


Human Resources Specialist (Classification)

Information For Employees
.

The standards and information on

their application are available in the personnel office. The

classification

of the positi
on
may be reviewed and corrected by


Signature


//signed//


Date


23 Jun 03

the agency or OPM. Information on classification/job grading appeals is
available from the personnel office.

23. Position Review


Initials

Date

Initials

Date

Initials

Date

Initials

Date

Initials

Date

a. Employee (Opt)








































































b. Supervisor








































































c. Classifier








































































24. Remarks
:



Released from NGB
-
HRC, CRA 03
-
1006, dated 23 Jun 03.


Replaces 50125000.






25. Description of Major Duties and Responsibilities

(SEE ATTACHED)

NSN 7540
-
00
-
634
-
4265 Previous Edition Usable 5008
-
106
O
ptional
F
orm
8

US Office of Personnel Management (USOPM), FPM CHAPTER 295 [Equivalent]





80526E00

2

25.


INTRODUCTION


This position is

located in the Military Personnel Flight (MPF), Mission Support Group at
an Air National Guard (ANG) flying wing. It’s primary purpose is to plan, organize,
administer, and troubleshoot the operation and data base integrity of the Military
Personnel Data

System in support of military human resources management functions.
Serves as the primary point of contact to ensure the effective operation of satellite
human resources interface with United States Air Force (USAF) servers and related
human resources co
mputers both hardware and software. Provides training on
utilization of the different components of the Military Personnel Data System (MILPDS).
Provides technical guidance regarding the overall scope of the MILPDS and interfacing
systems to identify and

solve personnel system related problems, which could inhibit or
prevent a high state of readiness.


This position requires military membership. It is designated for National Guard enlisted
incumbency only. In accordance with AFMAN 36
-
2108, incumbent per
forms duties
necessary to accomplish military human resources functions in support of programs
essential to state Air National Guard daily operations, training and readiness missions.


DUTIES


--
Provides broad management advisory services. Analyzes and re
solves operational
problems and ensures compliance with military human resources policies, regulations,
objectives and management procedures. Provides direction and gives advice to section
chiefs and representatives of serviced organizations on methods of

approach to
systems related discrepancies discovered through analysis. Monitors corrective
actions. Interprets Department of Defense (DOD) directed or legislative policies
affecting the Military Personnel Data System and recommends enhancements.
Resolv
es technical problems.


--
Monitors the overall operations of the Military Personnel Data System. Plans, directs
and performs system management, quality assurance, system inquiry, trend analysis,
small computer operations/management and system research. P
rovides guidance and
assistance to unit commanders and user personnel on management capabilities of the
system through the use of pertinent management information readily available.


--
Provides staff advisory guidance to the MPF, Units, Commanders and othe
r base or
Geographically Separated Unit (GSU) functional activities on solutions and feasible
approaches to the utilization of the Military Personnel Data System in specific, and the
human resources military program in general. Interprets manuals, regulat
ions,
instructions, and other correspondence to determine the impact on the Military
Personnel Data System. Plans, directs, and coordinates operations of the system
within existing policies and objectives. Advises the Human Resources Officer (Military)
a
nd the immediate supervisor on all adverse computer related issues. Researches
80526E00

3

system problems and determines solutions. Advises all MPF work functions and other
agencies using articles on computerized system changes to achieve timely and
accurate implem
entation.


--
Coordinates with AF, Air Reserve Personnel Center, The National Guard Bureau, Air
National Guard State Headquarters and base functional areas on new data human
resources programs and system procedures. Serves as the MPF liaison for systems
wi
th higher headquarters, MPF work functions, unit commanders, etc.


--
Administers Military Personnel Data System training programs for the MPF and other
users of the system. Performs formal and informal training on utilization of the Military
Personnel Dat
a System, and other related systems to all users. Researches, develops,
reviews, and updates training materials to include training outline, lesson plan, and
charts. Obtains and arranges classrooms, audiovisual equipment, and on
-
line
computer training ai
ds.


--
Analyzes and compares data between the military personnel data system and
interfacing systems. Analyzes products by comparing and verifying data for
mismatched or missing data. Identifies discrepancies, takes corrective actions, and
reports to app
ropriate functional OPR.


--
Advises managers of methods to limit invalid data input and suggest enhancements to
procedures based on a broad knowledge of the human resources career field.


--
Directs, manages and controls the operation and maintenance of the

Personnel
Concept III (PC III) system. As the Endpoint System Administrator (ESA), the
incumbent is responsible for development of local usage policy, plans, programs,
installation, operation and maintenance for this system. Updates users on current
sys
tem information and informs users on how to extract and use of information that is
pertinent to their organization.


--
Provides system administration and performs system management. Analyzes
organization structure and unit commanders’ needs to ensure each

organization
supported has access to only the records they need. Controls system security.
Establishes user ID’s and Passwords. Analyzes user actions within PCIII. Takes
necessary action to correct any security violations or abuse of the system. Uses

UNIX
and DOS commands to correct any security violations or abuse of the system. Uses
Unix and DOS operating systems to follow the fault isolation procedures contained in
appropriate vendor manuals. Processes and monitors the load of PCIII systems
relea
ses and performs backup and restore procedures. Analyzes PCIII summary
reports and audit trail logs to ensure all software, hardware, and firmware are
functioning properly. Troubleshoots all software and firmware problems associated with
PCIII and defers

hardware problems to expert maintenance.


--
Monitors and controls the input/output for PCIII. Manages, schedules, composes,
modifies and retrieves query products, in specified formats for internal and external
80526E00

4

users. Coordinates with host system manager

to ensure incoming human resources
data traffic is processed completely, timely and in proper sequence. Constructs,
maintains and makes changes to local and central tables and coordinates changes to
these tables. Utilizes available tools for file manipu
lation, schedules end of day
processing, runs queries on
-
line, and produces real
-
time Report of Individual Personnel
(RIP).


--
Serves as the DEPCON systems administrator. Performs comprehensive print
-
management and file
-
distribution for mixed platform net
works: to include routing, print
files, producing hard copies, electronic distribution, shared resource file distribution,
archiving, and backups.


--
Serves as Automatic Data Processing Equipment custodian for PC III and local unit
computer hardware.


--
Pr
epares comprehensive human resources management reports. Receives,
evaluates and processes requests and when necessary, develops specialized products
to meet unique analytical needs using programming software such as Discoverer Query
Tool, and Microsoft O
ffice applications to prepare, maintain, and produce executive
reports.


--
Develops, establishes and maintains work function training programs. Plans and
schedules tasks and training activities for traditional status guard members. Oversees
and conducts o
n
-
the
-
job training (OJT) for personnel. Creates and develops lesson
plans. Ensures availability of facilities and training aids. Monitors the training status of
personnel and ensures that supplemental and/or remedial training is accomplished.
Incumbent i
s responsible for mobilization and deployment readiness of section
personnel and equipment.


--
Performs other duties as assigned.


FACTOR 1


Knowledge Required by the Position
:

Level 1
-
6

950 pts


--
Knowledge of fundamental military human resources polici
es, rules, guidelines,
instructions, etc. to understand the programs and converse effectively with functional
managers, program managers, commanders, customers, etc. to ensure human
resources systems meet the needs of the organization and to be able to ana
lyze and
resolve problems in order to improve the MPF’s ability/capacity to meet customer
needs.


--
Knowledge of overall requirements, objectives, practices and peculiarities of the
human resources program areas and skill in application of analytical and e
valuative
techniques to identify, consider, and resolve issues or problems within the human
resources area through application of information management technology.


80526E00

5

--
Knowledge of the mission and the unit(s) is essential in order to provide required
infor
mation systems support consistent with mission objectives and to coordinate with
managers, supervisors, program managers and other offices on human resources
issues that may be resolved through information systems approaches.


--
Ability to plan, organize w
ork, administer, communicate effectively (both orally and in
writing), meet deadlines, gather, analyze data/products, and summarize facts in order to
determine adequacies and/or deficiencies in information management support provided
to the MPF.


--
Knowled
ge of computer hardware and software applications to assist human
resources staff in enhancing human resources support to base customers, resolve
operational problems, and sustain support when mainframe computer sources are not
available.


--
Knowledge of c
omputer technology/methodology to resolve problems, develops
alternative processing methods, and maintains essential support while programs are
corrected.


--
Knowledge of computer security risks and protective measures to protect the integrity
of automated

databases.


--
Ability to determine the best approach and appropriate guidelines to apply to resolve
complex problems and issues when guidelines are not directly applicable.


FACTOR 2


Supervisory Controls
:

Level 2
-
3

275 pts


--
Incumbent works under the S
upervisory Human Resources Specialist (Military), who
delegates area of responsibility and assigns duties and responsibilities. Incumbent
plans and carries out assignments independently and consults with supervisor only on
controversial issues or where pr
ecedents are not available. Supervisor provides
general direction and broad
-
based methodology to be employed in accomplishing
special projects. Discussions with supervisor are to resolve problems that could cause
project failure to meet deadlines. Finis
hed work is reviewed for compliance with
objectives and for applying accepted practices to resolve work problems.


FACTOR 3


Guidelines
:

Level 3
-
3

275 pts


--
Human resources and computer guidelines include AF and DOD manuals,
regulations, instructions, an
d policy statements; AF, Major Commands (MAJCOMs) and
National Guard Bureau (NGB) policy directives and instructions; technical computer
guides and related directives; local supplements and operating instructions; as well as
general management guides. Ava
ilable guidelines cover most situations, but may
require judgment in application and interpretation. The incumbent assesses and
interprets requirements identified by various sources and adapts the automated product
to fit local needs. Applies judgment wh
en guidance is not clear or gaps in guidelines
80526E00

6

are present. Suggests improvements or corrections where guidelines conflict or don’t
produce optimum results.


FACTOR 4


Complexity
:

Level 4
-
3

150 pts


--
Assignments consist of ongoing human resources and co
mputer tasks/studies
requiring the gathering of information, and identifying and analyzing issues. Based on
existing rules and established methods, the incumbent reviews new requirements,
determines what work needs to be accomplished and the proper sequen
ce, and
develops recommendations to resolve problems encountered. Individual is responsible
for day
-
to
-
day and overall accomplishment of information systems assignments. The
employee, in concert with supervisor, reconciles conflicting local requirements;

schedules system changes, adapts new procedures and techniques, and ensures
effective and efficient operations. Analyzes effectiveness and makes recommendations
for corrections and improvements. Installs, tests and analyzes a variety of stand
-
alone
huma
n resources systems programs affecting human resources data and research.


FACTOR 5


Scope and Effect
:

Level 5
-
3

150 pts


--
Work involves advising on a variety of customer questions, assisting MPF work
-
center
personnel, and or resolving problems of a conv
entional nature. Advice and assistance
rendered affect the efficiency of established human resources programs and contribute
to the effectiveness of newly introduced programs requiring human resources support.
The effect of the work and recommendations a
re primarily local in nature but can
interface across functional lines.


FACTOR 6


Personal Contacts &

FACTOR 7


Purpose of Contacts
:

Matrix 2B

75 pts


--
Contacts are with employees within the immediate organization and in various other
organizations a
nd functions involved with data systems e.g., information management,
communications, the Air Force Personnel Center at Randolph AFB, The National Guard
Bureau, and the Personnel Systems Management Staff at MAJCOM. Contacts involve
obtaining, clarifying o
r offering facts relating to computer support. Many contacts are
made to plan, coordinate or advise on matters relating to the introduction of new
systems or regarding the resolution of problems. In such circumstances, individuals or
groups are working t
oward common goals and have cooperative attitudes.


FACTOR 8


Physical Demands
:

Level 8
-
1

5 pts


--
The work is primarily sedentary and requires no special demand to perform the work.
The demands are of the back, neck, eyes, hands and forearms.


FACTOR 9



Work Environment
:

Level 9
-
1

5 pts


--
Work is performed in an office with no unusual risks or discomforts.

80526E00

7

EVALUATION STATEMENT



A.
Title, Series, and Grade
: Human Resources Specialist (Military/Information
Systems), GS
-
0201
-
09.


B.
References
: US
OPM Job Family Position Classification Standard for Administrative
Work in the Human Resources Management Group, GS
-
0200, dated Dec 2000.


C.
Background Information
: This position description was developed to implement the
new OPM GS
-
0200 job standard fa
mily and to address rapidly changing technology,
and new systems to handle human resources information.


D.
Series, Title, and Grade Determination
:



1.
Series
: The GS
-
0201 Human Resources Management Series covers two
-
grade
interval administrative pos
itions that manage, supervise, administer, advise on, or
deliver human resources management products or services. The purpose of this
position is to act as the Wing expert regarding Information Systems advisory services.
The duties are a direct match for

the GS
-
0201 occupational series. Therefore, the
position is classified to that series.



2.
Title
: The basic title for positions classified to the GS
-
0201 series is Human
Resources Specialist. A parenthetical title of “Military/Information Systems” is

added to
denote specializations in both human resources military and information systems work.



3.
Grade
: See the attached Factor Evaluation Statement (FES) position evaluation
statement. To provide Information Management support to this organization
, human
resources knowledge equivalent to the journey level Human Resources Specialist(s)
(Military) assigned to the unit is required.


E.
Conclusion
: Based on the above evaluation, this position is classified as Human
Resources Specialist (Military/In
formation Systems), GS
-
0201
-
09.



Classifier: Roger M. Parrish, NGB
-
HRCA

Date: 23 Jun 03


80526E00

8

FACTOR EVALUATION SYSTEM

POSITION EVALUATION STATEMENT


FACTOR

LEVEL

POINTS

REMARKS


1.

KNOWLEDGE REQUIRED



1
-
6


950

Fully meets Level 1
-
6. Position requires
knowl
edge of methods, principles,
practices and terminology in all military
human resources functional areas to
maintain data quality in the personnel
system(s) used in the wing and to train
users on established practices, and
uses of the database system(s) and

design, retrieve and provide HR reports
to serviced population. Does not meet
Level 1
-
7. Knowledge required to deal
with complex problems typical of this
higher level is not required due to the
directive nature of military
regulations/directives
applicable to
military human resources functions.
Knowledge required is essentially the
same as the functional Human
Resources Specialist(s) (Military)
assigned to the MPF. Those positions
are credited at Level 1
-
6.


2.

SUPERVISORY
CONTROLS



2
-
3


275

Full
y meets Level 2
-
3. Supervisor
discusses areas where
significant/controversial problems may
occur. Assignments have clear
precedents. Incumbent independently
plans and carries out assignments in
conformance with accepted policies and
practices. The requ
irement to apply
new methods in resolving complex,
intricate, controversial, or
unprecedented issues and problems as
described at Level 2
-
4 of the standard is
lacking.


3.

GUIDELINES



3
-
3


275

Guidelines include AF, DOD, NGB, etc.
They are numerous and whi
le not
always directly applicable to the specific
situation, do generally address the work
being performed. The incumbent is
required to use judgment in
researching, choosing, interpreting and
applying available guidelines to specific
problems or issues e
ncountered. This
meets Level 3
-
3 but falls short of Level
3
-
4 where guidelines are scarce,
inapplicable or have gaps in specificity
80526E00

9

FACTOR

LEVEL

POINTS

REMARKS

requiring significant interpretation or
adaptation.


4.

COMPLEXITY



4
-
3


150

Level 4
-
3 is fully met. The work
consists of o
ngoing human resources
and computer tasks/studies requiring
gathering information, and identifying
and analyzing issues. The incumbent
applies established analytical
techniques to problems and issues
more of a technical than an advisory
nature, and issues

and problems are of
the same type. Issues for which an
established technique or method is not
readily available are referred to the
supervisor. Incumbent identifies a
variety of issues, analyzes relevant
factors and conditions and determines
the most ef
fective approach from
among a wide variety of established
techniques and methods. Level 4
-
4
requires assessing complex, scarce,
problems, issues, and unusual
circumstances and involves situations
complicated by ambiguous, disputed,
conflicting, and/or inc
omplete data.
This level is not fully met.


5.

SCOPE AND EFFECT



5
-
3


150

The incumbent resolves and advises on
specialized problems and issues
involving automated human resources
systems. The effect of the work and
recommendations are primarily local in
nature. The work ultimately affects the
perception of the overall quality and
efficiency of various human resources
areas, thus fully meeting the
requirements for Level 5
-
3. It does not,
however significantly impact major HR
programs throughout the burea
u as is
required to meet Level 5
-
4.


6.

PERSONAL CONTACTS


&

7.

PURPOSE OF CONTACTS



2B


75

Contacts are with individuals within the
wing, serviced unit(s) or NGB
-
HRI and
fall within those described for Level 2.
They do not meet the requiremen
ts of
Level 3 as few, contacts occur with
people outside NGB.


The purpose of contacts is to
administer, and troubleshoot the
operation and data base integrity of the
80526E00

10

FACTOR

LEVEL

POINTS

REMARKS

Military Personnel Data System in
support of military human resources
management function
s. Resolve
problems with the information systems
or data maintained in the information
systems. This fully meets the
requirements for Level B. Contacts do
not involve highly controversial issues
requiring the incumbent to exercise the
greater persuasive

skills needed at
Level C.


8.

PHYSICAL DEMANDS




8
-
1


5

Some lifting is required, but work is
primarily sedentary, requiring no special
physical effort.


9.

WORK ENVIRONMENT



9
-
1


5

Work is performed in an office setting.
No special safety precautions a
re
required.


TOTAL POINTS ASSIGNED:



1885



GRADE
: GS
-
09


FINAL CLASSIFICATION: Human Resources Specialist (Military/Information
Systems), GS
-
0201
-
09



CLASSIFIER
: Roger M. Parrish, NGB
-
HRCA

Date: 23 Jun 03