Title 5 Human Resources Specialist

Duties Position Description :T This position is located in a state Human Resources Office (HRO) that has responsibility for servicing both Army and Air National Guard full-time personnel. The purpose of the position is to serve as the senior Human Resources Specialist (Information Systems) in planning, operating and administering the operation of the DOD Enterprise-Wide Automated Human Resources (HR) System called Defense Civilian Personnel Data System (DCPDS). Performs other duties as assigned. 1. Exercises technical responsibility for the management of the automated human resources (HR) information system and applies data systems skills and practical HR management expertise to effect smooth operation. Provides technical advice and guidance to Human Resources Officer (HRO), functional chiefs, other HR Specialists, and clerical staff in operation and maintenance and on capabilities available in DCPDS to assist them in their day-to-day decisions and to help them obtain maximum utilization of the automated system. Recognizes and reports significant system problems to appropriate Headquarters staff personnel. Provides technical advice to HRO staff and serviced organization officials to ensure timely implementation of new subsystems and/or enhancements to existing systems. Prepares and coordinates operating instructions relative to operation of the HR information system. Provides management advisory services to customers requiring knowledge of each specialized human resources area. Interprets system requirements and changes as they impact human resources administration policies and procedures, and recommends appropriate action to functional chiefs. Elicits support and cooperation of other HR specialists to implement system requirements and resolve conflicts pertaining to ownership of the data for building and maintaining accurate database files. Provides advice on the use of data for compiling personnel and statistical reports and preparing personnel action documents. Applies a practical knowledge civilian HR management rules, regulations, policies, and procedures that have impact on or are related to DCPDS. 2. Directs, monitors, and controls operations and maintenance of the DCPDS system. Monitors daily file maintenance through review of system-generated reports, error reports such as Pay Rejects, Pay500 outputs and Batch print files. Oversees daily pickup and distribution of products. Analyzes products to ensure they serve the purpose intended and needs of the problems. Keeps abreast of system releases and patches and associated documentation for testing and resolving problems. Responsible for managing the database quality control program. Works with office staff to identify and correct invalid data utilizing all means available. Analyzes quality control queries, personnel/payroll data reconciliation, rejected actions and reports to determine trends, problem areas and recommends modifications. 3. Serves as primary representative for training issues related to information systems in HRO. Determines training requirements on all HR and payroll information systems and advises office staff as to the kind and frequency of training deemed appropriate. Develops state training plans and outlines to implement training strategies. Plans, conducts, and evaluates training of HR personnel to include training related to DCPDS and Defense Civilian Pay System (DCPS) payroll routines, modifications, and procedures, Discoverer query statements to produce reports and operation of CPUs and monitors. Monitors progress and competency levels within HRO functional areas. Develops and conducts training classes on office automation software applications, such as Microsoft Windows 2000 or NT, SQL, Microsoft Office Suite, Internet Explorer or Netscape applications and web-browsers. Trains in operations of multi-network functions, i.e., e-mail, automated orders requests, and server applications. Plans, in conjunction with supervisor for acquisition and maintenance of hardware and software to meet local requirements. 4. Consults with representatives of serviced organizations and HRO staff to design, implement, and maintain HRO-unique subsystems. Responsible for monitoring computer equipment to prevent lost or stolen items and promptly reports discrepancies. Evaluates and approves requests from HRO personnel and other interested organizations for special non-routine products. Analyzes Headquarters NGB procedures as they affect HR operations; develops and implements local procedures to accomplish higher headquarters objectives; ensures compliance with such procedures at local level. 5. Manages the system security management program including performance of access control management, accountability verification and validation of resources, system backup and recovery, virus detection and elimination. Serves as the focal point for monitoring and controlling DCPS/DCPS data access for the HRO. Requirements Conditions of Employment Federal employment suitability as determined by a background investigation. Selectee will not be appointed untill investigation is complete. Will be required to successfully complete a probationary period. Participation in direct deposit is mandatory. U.S. Citizenship is required. Required to obtain and maintain a satisfactory security clearance, AND, as a minimum, a completed National Agency Check (NAC) prior to assignment. Direct Deposit is mandatory. Must have a valid driver's license. May occasionally be required to work other than normal duty hours; overtime may be required. Work may require access to classified information. Must be able to obtain and maintain the appropriate security clearance. he incumbent of this position description must have at a minimum, a completed National Agency Check (NAC) prior to position assignment. Irregular and/or overtime (compensatory) hours may be required to support operational requirements or contingencies or may be required to work hours outside of the normal duty day. This position is designated as Essential Personnel and may be subject to duty in preparation for, or in response to, a state emergency or disaster declaration. This designation will not exceed 14 calendar days per year unless otherwise approved in advance by the TAG. Qualifications YOU MUST FULLY SUBSTANTIATE IN YOUR OWN WORDS THAT YOU MEET THE REQUIREMENTS LISTED BELOW. WHEN EXPLAINING MINIMUM REQUIREMENTS AND SPECIALIZED EXPERIENCE YOU MUST GIVE EXAMPLES. DO NOT COPY FROM THE VACANCY ANNOUNCEMENT OR THE POSITION DESCRIPTION. EXPLAIN IT IN YOUR OWN WORDS AND GIVE EXAMPLES TO BE CONSIDERED FOR THIS VACANCY. GENERAL EXPERIENCE : Skilled in collecting and analyzing data effectively, efficiently, and accurately. Ability to clearly enunciate English without impediment of speech that would interfere or prohibit efficient communication. Ability to write English in reports and presentation formats. Ability to communicate clearly and effectively. Skilled in presenting formal training presentations and briefings. Ability to assess body language and perceive emotional and/or distress levels. Skilled in applying procedures and directives by reading and interpreting program material. SPECIALIZED EXPERIENCE: Must have at least one year specialized experiences 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 experiences 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 procedures; and/or providing retirement options. Competent in discussing the equal opportunity and sexual assault prevention and response programs. Have experiences in career counseling; completing or editing performance evaluations; and, conducting educational and skill development personnel course programs. Competent in merit principles, personnel plans, programs, and policies to guide or advise others on their implementation activities. Skilled in applying program policies, directives, publications, and training manuals. Knowledgeable on allocating manpower resource budgets or execution procedures. Experienced in performance management and productivity programs; or, advising on process improvement, best practices, and performance techniques. Education There are no educational requirements for this position. Additional information DEFINITION FOR AREAS OF CONSIDERATION: CATEGORY A: Qualified, currently employed permanent Title 5 Federal Employees at the location specified on this job announcement. CATEGORY B: Qualified, currently employed permanent Title 5 Federal Employees of the West Virginia National Guard (Army and/or Air). CATEGORY C: Qualified, currently employed permanent Federal Technicians (T32) or Federal Employees (T5) within the West Virginia National Guard (Army and/or Air). CATEGORY D: Qualified, current Federal Employees (from any agency) or Federal re-employable eligibles. CATEGORY E: All U.S. Citizens TYPE OF APPOINTMENT: Title 5 Excepted Service - Permanent Permanent Change of Station: PCS