supervisory human capital workforce analyst - Scott Air Force Base, United States - Air Force Elements, U.S. Transportation Command

Air Force Elements, U.S. Transportation Command Scott Air Force Base, United States

2 weeks ago

Description

Summary This position is part of the Air Force Elements, U.S. Transportation Command.

Responsibilities As a SUPERVISORY HUMAN CAPITAL WORKFORCE ANALYST at the GS some of your typical work assignments may include:

Plans, organizes, and directs the activities of the Human Capital Strategy and Analytics Branch, ensuring that the Command's Human Capital Strategy and Analytics Program complies with legal, and regulatory requirements and meets customer needs.

Extracts, integrates, organizes and analyzes manpower, military and civilian personnel data utilizing a variety of statistical analysis methods and software to provide synthesized impacts for command organizational entities relating to human capital analytics, predictions, and recommendations for command leadership decision making.

Exercises supervisory personnel management responsibilities. Represents the Human Capital Analytics Branch with a variety of installation and functional area organizations.

Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientation, and discussions with command leadership, supervisors, customers, subordinate staff members, and co-workers and conducts and/or leads conferences as a representative of USTRANSCOM.

Requirements Conditions of Employment Qualifications You may qualify at the GS-13 level, if you fulfill the following qualifications: One year of specialized experience equivalent to the GS-12 grade level in the Federal service: Researching, interpreting, analyzing, and applying proper guidelines, policies and regulatory directives relating to organizational workforce of military and civilian personnel.

Developing goals and objectives that provide joint military and civilian human capital analytics support to align with organization, human capital strategy, workforce planning, and transformation objectives.

Developing effective automated approaches for presenting HR capital management reports and graphics by visualizing and analyzing selected data through analysis software, data mining methods, and statistical concepts.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social).

Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment.

You will receive credit for all qualifying experience, including volunteer experience. Education Substitution of education may not be used in lieu of specialized experience for this grade level.

Additional Information Veterans Employment Opportunity Act (VEOA):

To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions.

Interagency Career Transition Assistance Programs:

This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed.

To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility.

For more information:
Noncompetitive Appointment Authorities:
For more information on noncompetitive appointment authority eligibility requirements: Persons with Disabilities - Schedule A Special Hiring Authority for Veterans Special Hiring Authority for Certain Military Spouses Other Special Appointment Authorities - Subpart F Males born after must be registered or exempt from Selective Service (see ) The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision

NOTE:
Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy

Selective Service Requirement:
Please visit for more information.

For more information, please visit Other Notes:

Work may occasionally require travel away from the normal duty station; the employee may be required to travel on military or commercial aircraft.

May be required to perform duties as required during contingency or exercises; may be required to work outside normal duty hours, which may include evenings, weekends, and/or holidays and/or overtime.

Re-employed Annuitant: This position does not meet criteria for re-employed annuitant.

The DoD criteria for hiring Re-employed Annuitants can be found at: Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).

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