Summary You will serve as a CORRECTIONAL PROGRAM OFFICER in the CORRECTIONS AND PROGRAM OFFICE of NAVAL CONSOLIDATED BRIG CHESAPEAKE. Responsibilities You will serve as the principal correctional program officer and corrections subject matter expert (SME) advisor. You will develop short and long-range goals and objectives. You will review each confinement and permanent release order along with supporting documents to ensure legal basis of initial and continuing confinement. You will determine applicability for DNA collection and sex offender notification requirements. You will review each temporary release order to ensure validity and escort/restraint requirements. You will provide oversight of the Victim Witness Notification Program to ensure compliance with applicable policies. You will provide oversight to any available clinical and medical services provided to ensure and enforce the health, safety, and welfare of staff and incarcerated service members. You will supervise uniform and civilian staff consistent with grade equities, service performance evaluation system policy, memorandums of agreement, and human resources policy. You will assign work to subordinates based on priorities, evaluate work, give advice, counsel, and instructions to employees on both work and administrative matters. Requirements Conditions of Employment Qualifications Your resume must demonstrate at least one year of specialized experience at or equivalent to the GS-11 grade level or pay band in the Federal service or equivalent experience in the private or public sector. Specialized experience must demonstrate the following: managing,or participating in the overall management of a correctional institution, correctional system, or correctional program, and positions by advising on, reviewing, or evaluating the management of such institution, system, or program. Examples of specialized experience may include: developing solutions for a correctional program; advising personnel on correctional treatment and management philosophy and practices; evaluating correctional management methods to assess organizational effectiveness; interpreting correctional program regulations to guide operations and staff; or training junior employees, coordinating and directing activities and functions, evaluating performance of operations and the effectiveness of programs. (Note - This experience must have been gained in an administrative position, or in other positions that included the successful direction, or assistance in the direction of, an entire correctional program or a major phase of such a program.) Additional qualification information can be found from the following Office of Personnel Management web site: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/#url=List-by-Occupational-Series PREA Standard 115.17; Agency policy prohibits hiring or promoting anyone who may have contact with inmates and prohibits enlisting the services of any contractor who may have contact with inmates who: -Has engaged in sexual abuse in a prison, jail, lockup, community confinement facility, juvenile facility, or other institution (as defined in 42 U. S. C 1997): -Has been convicted of engaging or attempting to engage in sexual activity in the community facilitated by force, overt or implied threats of force, or coercion, or if the victim did not consent or was unable to consent or refuse; or -Has been civilly or administratively adjudicated to have engaged in the activity described in paragraph (a)(2) of this section. Agency policy requires the consideration of any incidents of sexual harassment in determining whether to hire or promote anyone, or to enlist the services of any contractor, who may have contact with inmates. Agency policy requires that before it hires any new employees who may have contact with inmates, it (a) conducts criminal background record checks, and (b) consistent with federal, state, and local law, makes its best efforts to contact all prior institutional employers for information on substantiated allegations of sexual abuse or any resignation during a pending investigation of an allegation of sexual abuse. YES OR NO (FROM 115.17(C)-1) In the past 12 months. -The number of persons hired who may have contact with inmates who have had criminal background record checks: (FROM 115.17(c)-2). -The percent of persons hired who may have contact with inmates who have had criminal background record checks: (CALCULATED FROM 115.17(c)-2 AND # OF STAFF WHO HAVE CONTACT WITH INMATES FROM FACILITY CHARACTERISTICS) 115,17 (f) The agency shall ask all applicants and employees who may have contact with inmates directly about previous misconduct described in paragraph (a) of this section in written applications or interviews for hiring or promotions and in any interviews or written self-evaluations conducted as part of reviews of current employees. The agency shall also impose upon employees a continuing affirmative duty to disclose and such misconduct. Agency policy states that material omissions regarding such misconduct, or the provision of materially false information, shall be grounds for termination. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (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. Education Additional Information This position is covered by the Department of Defense Priority Placement Program. Additional vacancies may be filled by this announcement. A tentative offer of employment will be rescinded if the selectee fails to meet the pre-employment requirements, including failure to report to any of the scheduled appointments. Certain incentives (such as Recruitment, Relocation or Student Loan Repayment) may be authorized to eligible selectees. A relocation incentive is generally a single payment intended to offset some of the relocation costs experienced by the selectee. A relocation incentive may be authorized. During the application process you will have the ability to opt-in to make your resume available to hiring managers in the agency who have similar positions in the local commuting area. Depending on the hiring organization and the position being filled, job requirements (e.g., security clearance, travel, drug testing, financial disclosure filing, bargaining unit status, etc.) may vary. Other hiring managers filling similar positions may offer relocation expense reimbursement and/or may offer recruitment incentives for new employees, depending on funding availability and in accordance with policy. If you opt-in and are referred on a certificate, your resume will be available to other hiring managers for 180-days from the date the job announcement closes. Opting in does not impact your application for this announcement, nor does it guarantee further consideration for additional positions. Federal annuitant information: The selection of an annuitant is subject to the Department of Defense and Department of the Navy policy on the employment of annuitants. Policy information may be found at: http://www.secnav.navy.mil/donhr/Documents/CivilianJobs/FedCivAnnuitants.pdf PPP applicants will be placed at the FPL, if determined Well Qualified (WQ). To receive priority consideration, the FPL must be the same grade level or equivalent of the retained grade or the grade held immediately prior to separation. ICTAP Applicants: To be considered well-qualified and exercise selection priority as an ICTAP candidate, displaced Federal employees must satisfy all qualification requirements for the position and receive a rating in the highly qualified category (score 85) or higher. ICTAP candidates must provide copies of all of the following documentation at the time of application: 1) agency notice; 2) most recent performance appraisal; and 3) most recent SF-50 or notification of personnel action that includes position, grade level, and duty location. Applicants who do not provide this documentation will not receive consideration as an ICTAP candidate. For more information about ICTAP eligibility please review the following link: https://www.usajobs.gov/Help/working-in-government/unique-hiring-paths/federal-employees/career-transition/ Military Spouse Preference applicants will be placed at the highest grade for which they have applied and are determined Best Qualified (BQ). A BQ military spouse possesses knowledge, skills, abilities, and competencies comparable to others who meet the competitive referral criteria for the specific position.
