United Spinal Association Jobs

Summary 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 provide developmental experience designed to broaden the skills and/or enhance the leadership perspective of an identified high-potential, mid-level manager/executive; it is not a continuing position and assignment duration is limited to 36 months. Responsibilities DUTY 1: Applies a knowledge of functions and operations to administer career field policy and procedures for career management positions and employees Air Force wide. Supports component-wide rating, ranking, and selection processes. Serves as a functional career field representative for system applications that support these processes. Serves as a team member on various career field and AF working groups tasked to assess emerging technologies and transformation efforts; incorporates into a framework of career field planning and operations which are consistent with applicable laws, policies, and regulatory requirements. Applies new operational processes to internal operational procedures and guides specific to the functional community. Advises senior leaders of current and projected process changes as well as career developmental opportunities that impact the civilian community. Ensures nomination correspondence and interview procedures are properly coordinated and issued. Administers placement of career field selections, ensure funding requirements are met, tracks progress toward career field goals, ensures timely follow-on assignments, and maintains program evaluation information. DUTY 2: Develops or assists in the development and implementation of career field procedures for central management of staffing and career development opportunities available to career field employees. Prepares and maintains templates and assessments for Air Force wide career field positions that consider position descriptions, organizational structure of positions, functional directives, and qualification standards. Analyzes and evaluates individual and organizational requirements and specialized qualifications required of candidates. The serviced population spans a range of grade levels, with individuals assigned to a variety of functional specializations. Documents and defends program budgetary requirements based on analysis of program needs. Advises functional managers Air Force wide of career field objectives and specific requirements. DUTY 3: Advises/counsels managers and employees in all areas of the functional career management program. Plans and provides assistance to customers, maintains/updates automated data, develops and presents briefings, and assists in the preparation of regulations and operating instructions, etc., outlining career field policies and procedures. Based on overall knowledge of the career field objectives and procedures, advises employees of opportunities for career development and progression; e.g., mobility, career broadening, professional credentials, and educational offerings. Participates in special projects and initiatives and performs special assignments. Identifies and develops program initiatives that satisfy a user's need or corrects a problem. DUTY 4: Carries out special projects and assignments designed specifically to meet the broadening intent of the position. Serves as the career field representative on various Functional Advisory Council (FAC) sub-panels and/or functional working groups. Provides accurate and timely information on issues, researches and analyzes data, and presents findings as required. Develops and presents a comprehensive review of assigned programs to the FAC, various FAC Panels, functional managers, and other interested groups on subjects related to career management. Requirements Conditions of Employment Qualifications 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: Experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization. Applicants who have the 1 year of appropriate specialized experience, as indicated in the table, are not required by this standard to have general experience, education above the high school level, or any additional specialized experience to meet the minimum qualification requirements. FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Applicants must have served at least 52 weeks at the GS-11 or higher grade (or equivalent in an alternate pay system) within the Federal Civil Service to be considered for referral. 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 the principles, theories, techniques, practices, mission, and organizational structure of the specific career program functional field to effectively carry out career management responsibilities. Knowledge of the laws, regulations, principles, and practices of civilian career management. Knowledge of analytical and evaluative methods to accurately assess information and make sound problem solving decisions. Ability to provide guidance and counseling to career field employees and managers. Ability to communicate effectively with others, both orally and in writing, in working out solutions to problems or questions relating to work. Ability to prepare special studies and staff reports, including the ability to meet emergency and/or changing program requirements within available resources and with minimum sacrifice of quality or quantity of work. Education Additional Information PCS restrictions: An employee selected to make a PCS to a Career Broadening assignment is restricted from making a second PCS for 12 months. Defense National Relocation Program may or may not be authorized. Direct Deposit: All federal employees are required to have direct deposit. If you have questions regarding this announcement and have hearing or speech difficulties click here. Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the "Tax Cuts and Jobs Act of 2017" suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. The law made taxable certain reimbursements and other payments, including driving mileage, airfare and lodging expenses, en-route travel to the new duty station, and temporary storage of those items. The Federal Travel Regulation Bulletin (FTR) 18-05 issued by General Services Administration (GSA) has authorized agencies to use the Withholding Tax Allowance (WTA) and Relocation Income Tax Allowance (RITA) to pay for "substantially all" of the increased tax liability resulting from the "2018 Tax Cuts and Jobs Act" for certain eligible individuals. For additional information on WTA/RITA allowances and eligibilities please click here. Subsequently, FTR Bulletin 20-04 issued by GSA, provides further information regarding NDAA FY2020, Public Law 116-92, and the expansion of eligibility beyond "transferred" for WTA/RITA allowances. For additional information, please click here.