HR SPECIALIST (PERFORMANCE MANAGEMENT & EMPLOYEE/LABOR RELATIONS)

Summary

THIS IS A NATIONAL GUARD TITLE 5 EXCEPTED SERVICE POSITION. This National Guard position is for an HR SPECIALIST (PERFORMANCE MANAGEMENT AND EMPLOYEE/LABOR RELATIONS), Position Description Number T5121P01, and is part of the Montana National Guard, HRO. Selecting Official: Col Ken Fechter *Also advertised at announcement number: MT-13079060-T5-26-621 (Open to current/re-employable federal employees & current/former military members; Veterans' Preference DOES NOT apply)

Duties

Provides program management and guidance for the Performance Management Program. Provides advice and assistance to supervisors and managers on preparation of performance standards and appraisals. Reviews performance standards and appraisals for regulatory compliance. Monitors the timely submission of performance standards and appraisals and provides reports. Coordinates between management, and HR Development Specialist in the development of performance improvement plans. Manages the use of the performance management program, Defense Performance Appraisal Program (DPMAP). Troubleshoots and coordinates with the Human Resources Specialist (Information Systems) to submit DPMAP help desk tickets to remove or modify Performance Standards or Appraisals that are no longer valid. Serves as subject matter expert for the employee recognition awards program. Develops and provides managers and supervisors with guidance on recognition awards program procedures. Publishes and updates the incentive awards program. Reviews award nominations requests to assure ratings and justification meet the regulatory requirements. Prepares correspondence relating to the awards program. Publicizes the Suggestion Program and coordinates management of the program with NGB. Analyzes, interprets, and clarifies policies, directives, and other issuance by OPM, DCPAS, NGB, and DoD for statewide application. Develops instructions pertaining to National Guard employee personnel administration matters and makes recommendations to the HRO and all levels of command. Provides services to a complex and geographically separated organization Advises managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems. Explains rules and procedures to employees and management to help them understand rights and obligations while maintaining and encouraging objectivity in situations that may be charged with emotion and involve assumptions. Resolves disputed and interpreted facts, events, and/or identifying aggravating or mitigating factors relevant to the case. Conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance while focusing managers and supervisors on all the processes of performance management including planning, monitoring, developing, and rewarding performance as well as the rating process. Develops or assists in developing written policy and guidelines for use by local management in delineating their roles and responsibilities in such matters as developing individual employee appraisal plans, completing appraisal forms, reappraising employees as appropriate, and providing counseling and training as necessary. Advises managers about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems; explain rules and procedures to employees and help them understand their rights and obligations; maintains and encourages objectivity in situations that may be charged with emotion and involve assumptions; resolves disputed facts, including those which require credibility determinations; interprets facts and events, and/or identify aggravating or mitigating factors relevant to the case; and conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance. Provides labor-relations services to a complex organization. Conducts studies relative to the development of management interests and responds to union interests at the bargaining table, which typically have a significant impact on production, involve large numbers of employees, involve several interrelated issues, and are potentially of considerable cost to the state organization if unresolved. Represents management in unfair labor practice and representation hearings before the Federal Labor Relations Authority, and in impasse proceedings before the Federal Services Impasses Panel. Advises negotiating committee members on the proper interpretation and applicability of arbitration decisions and precedent decisions related to local situations. Communicates state-wide labor relations policies and procedures to the management and staff of the organizational units serviced and relates existing precedents to the specific issue in justifying management's views. Serves as the spokesperson of a management negotiating committee involved in contract, midterm, and appropriate arrangement negotiations. Serves as a principal point of contact on labor-management matters of overall concern to established bargaining units at the local level (e.g., grievances, unfair labor practice charges, information sharing, contract interpretation, labor relations training, the preparation and conduct of contract bargaining, etc.). Provides other duties as assigned. (Position Description with full list of duties can be obtained from HRO upon request.)

Qualifications and evaluation

Once the announcement has closed, your resume and supporting documentation will be used to determine if you meet the qualifications listed on this announcement. If you are minimally qualified, your resume and supporting documentation will be compared to your responses on the assessment questionnaire to determine your level of experience. If you rate yourself higher than is supported by your application package, your responses may be adjusted and/or you may be excluded from consideration for this position. If you are found to be among the top qualified candidates, you will be referred to the selecting official for employment consideration.

How to apply

To apply for this position, you must complete the online application/Occupational Questionnaire and submit the documentation specified in the Required Documents section below. To view the Occupational Questionnaire, click the following link: https://apply.usastaffing.gov/ViewQuestionnaire/13079063 A complete application package must be submitted by 11:59 PM (EST) on the closing date of the announcement to receive consideration. To begin, click Apply to access the online application. You will need to be logged into your USAJOBS account to apply. If you do not have a USAJOBS account, you will need to create one before beginning the application. Follow the prompts to select your resume and/or other supporting documents to be included with your application package. You will have the opportunity to upload additional documents to include in your application before it is submitted. Your uploaded documents may take several hours to clear the virus scan process. After acknowledging you have reviewed your application package, complete the Include Personal Information section as you deem appropriate and click to continue with the application process. You will be taken to the online application which you must complete in order to apply for the position. Complete the online application, verify the required documentation is included with your application package, and submit the application. To verify the status of your application, log into your USAJOBS account (https://my.usajobs.gov/Account/Login), all of your applications will appear on the Welcome screen. The Application Status will appear along with the date your application was last updated. For information on what each Application Status means, visit: https://www.usajobs.gov/Help/how-to/application/status/.

Required documents

To apply, you must submit a complete application package, if required items are missing, incomplete, and/or resume does not address the qualifications/experience requirements listed in the announcement and assessment, the applicant may be deemed unqualified and/or be found ineligible for Veterans' Preference (if applicable). Required Documents: 1. Your resume MUST contain a DETAILED description (how, when, where, and at what level) in your own words, of civilian and/or military training/experience/education as it relates to the General and Specialized Experience. 2. List of other supporting documents in item 2a below. 3. Veterans' Preference documents: If claiming 5pt Veterans' Preference, MUST submit DD-214 (Member Copy 1 NOT accepted) or items listed in item 3a below. If claiming 10pt Veterans' Preference, MUST submit with resume, a (VA) Disability Verification Letter with DD-214 (Member Copy 1 NOT accepted). Those claiming Spousal or Parental Veterans' Preference must submit a completed SF-15 with packet; others may be requested to complete SF-15 later. See the documents listed below in items 3a and 3b. If claiming preference or hiring authority as a Military spouse, the documents listed in items 3a, 3b, and 3c. NOTE: DD-214 Member Copy 1 WILL NOT be accepted for determination of Veterans' Preference eligibility. More information: 2a. Other supporting documents: Items used to qualify applicant and those listed on announcement as required MUST be submitted; (i.e., copy of transcripts (IF USING EDUCATION AS A SUBSTITUTION FOR SPECIALIZED EXPERIENCES), Military membership documents (NGB 22/22A), certifications, SF-50s and other items). 3a. A DD-214 (Member Copy 1 not accepted) is REQUIRED if claiming any Veterans' Preference. Review 3b for 10pt requirements (MUST submit VA Disability Verification Letter with resume). It must be legible and shows dates of service, expedition/campaign medals (if using for Veterans' Preference), character of service (honorable, general, etc.). HRO prefers DD-214 Member Copy 4. If you are a current active duty military member who does not have a DD-214 and are claiming preference under the Veterans Opportunity to Work (VOW) Act, you must submit certification from the Armed Forces indicating that you will be discharged or released under honorable conditions from active duty within 120 days after the certification is submitted by the applicant. Certifications must be on letterhead from the appropriate military branch and include the following information: military dates of service and expected discharge or release date, character of service, military rank, type of discharge and date when terminal leave will begin. Certifications must be signed by, or by direction of military member's military personnel offices, unit commanders or higher headquarters. 3b. If claiming 10pt preference (disability - XP, CP, CPS) or Sole Survivor Preference (SSP), you must submit a disability verification letter with DD-214. An SF-15 is required for Spousal or Parental Veterans' Preference; for all other must be submit SF-15 if requested. Forms must be completed and submitted with supporting documentation of claim listed on form and any listed disability documentation (if claiming disability preference) for claiming. Copy of marriage certificate is required for spouse's SSP or XP claims. You may obtain a letter from the Department of Veterans Affairs reflecting your level of disability for preference eligibility by visiting a VA Regional Office, contacting a VA call center or online. For SF-15: http://www.opm.gov/forms/pdf_fill/SF15.pdf. 3c. If claiming preference or hiring authority as spouse of a veteran, a copy of the marriage certificate is also required in addition to item 4a documents, i.e., for DoD Priority Placement Program (must notify HRO rep on advertisement if claiming this status), and SSP or XP Veterans' Preference claims. Veterans' Preference: When applying for Federal Jobs, eligible veterans should claim preference for 5pt (TP), 10pt (CP/CPS/XP), or for spouses claiming Sole Survivor Preference (SSP) in the questionnaire/application. If you are currently serving on active duty and expect to be released or discharged within 120 days you must submit documentation related to your active duty service within 120 days after the certification is submitted by the applicant. Certification must reflect the dates of service, military rank, character of service (honorable, general under honorable, etc.), and dates of impending separation. Additionally, disabled veterans and others eligible for 10-point preference (such as widows or mothers of eligible veterans) must also submit an SF-15 "Application for 10 Point Veteran Preference" with required proof as stated on the form. ***Documentation is required and applicant MUST claim veterans' preference within the assessment questionnaire to be awarded preference.***

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 (Register | Selective Service System : Selective Service System (sss.gov)).