This Position Is Located in the Military Personnel Flight (MPF), Mission Support Group

POSITION DESCRIPTION / 1. Agency PDCN 80526E00
2. Reason for Submission
Redescription New / 3. Service
HQ Field / 4. Empl Office Location
/ 5. Duty 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
Noncritical 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 / Occupational Code / Grade / Initials / Date
Human Resources Specialist (Military/Information Systems) / GS / 0201 / 09 / rmp / 23 Jun 03
16. Organizational Title (If different from 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 and 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 with 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 Name 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 position 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 Optional Form 8 US Office of Personnel Management (USOPM), FPM CHAPTER 295 [Equivalent]

80526E00

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 computers 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 performs 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 resolves 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. Resolves 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. Provides 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 other 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, regulations, 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) and the immediate supervisor on all adverse computer related issues. Researches system problems and determines solutions. Advises all MPF work functions and other agencies using articles on computerized system changes to achieve timely and accurate implementation.

--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 with 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 Data 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 aids.

--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 appropriate 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 system 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 releases 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 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 manipulation, 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 networks: 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.

--Prepares 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 Office 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 on-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 is responsible for mobilization and deployment readiness of section personnel and equipment.

--Performs other duties as assigned.

FACTOR 1 – Knowledge Required by the Position:Level 1-6950 pts

--Knowledge of fundamental military human resources policies, 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 analyze 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 evaluative techniques to identify, consider, and resolve issues or problems within the human resources area through application of information management technology.

--Knowledge of the mission and the unit(s) is essential in order to provide required information 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 work, 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.

--Knowledge 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 computer 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 2-3275 pts

--Incumbent works under the Supervisory 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 precedents 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. Finished work is reviewed for compliance with objectives and for applying accepted practices to resolve work problems.

FACTOR 3 – Guidelines:Level 3-3275 pts

--Human resources and computer guidelines include AF and DOD manuals, regulations, instructions, and 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. Available 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 when guidance is not clear or gaps in guidelines are present. Suggests improvements or corrections where guidelines conflict or don’t produce optimum results.

FACTOR 4 – Complexity:Level 4-3150 pts

--Assignments consist of ongoing human resources and computer 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 sequence, 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 human resources systems programs affecting human resources data and research.

FACTOR 5 – Scope and Effect:Level 5-3150 pts

--Work involves advising on a variety of customer questions, assisting MPF work-center personnel, and or resolving problems of a conventional 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 are primarily local in nature but can interface across functional lines.

FACTOR 6 – Personal Contacts &

FACTOR 7 – Purpose of Contacts: Matrix 2B75 pts

--Contacts are with employees within the immediate organization and in various other organizations and 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 or 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 toward common goals and have cooperative attitudes.

FACTOR 8 – Physical Demands:Level 8-15 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 9-15 pts

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

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 family 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 positions 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/Information Systems), GS-0201-09.

Classifier: Roger M. Parrish, NGB-HRCADate: 23 Jun 03

FACTOR EVALUATION SYSTEM

POSITION EVALUATION STATEMENT

FACTOR

/ LEVEL / POINTS /

REMARKS

KNOWLEDGE REQUIRED

/ 1-6 / 950 / Fully meets Level 1-6. Position requires knowledge 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.

SUPERVISORY CONTROLS

/ 2-3 / 275 / Fully 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 requirement 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.

GUIDELINES

/ 3-3 / 275 / Guidelines include AF, DOD, NGB, etc. They are numerous and while 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 encountered. This meets Level 3-3 but falls short of Level 3-4 where guidelines are scarce, inapplicable or have gaps in specificity requiring significant interpretation or adaptation.

COMPLEXITY

/ 4-3 / 150 / Level 4-3 is fully met. The work consists of ongoing 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 effective 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 incomplete data. This level is not fully met.

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 bureau as is required to meet Level 5-4.

PERSONAL CONTACTS

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 requirements 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 Military Personnel Data System in support of military human resources management functions. 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.

PHYSICAL DEMANDS

/ 8-1 / 5 / Some lifting is required, but work is primarily sedentary, requiring no special physical effort.

WORK ENVIRONMENT

/ 9-1 / 5 / Work is performed in an office setting. No special safety precautions are required.
TOTAL POINTS ASSIGNED: / 1885 / GRADE: GS-09

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