Summary You will serve as a Correctional Program Specialist in the Operations and Strategic Planning Division (PERS-00D1) of NAVY PERSONNEL COMMAND. Responsibilities You will oversee sensitive public safety and reporting responsibilities to ensure the Navy offender management activities are compliant. You will coordinate the collection, consolidation, and submission of various reports to different agencies and organizations such as Department of Justice (DOJ) and U.S. Census Bureau. You will serve as the point of contact for correctional public safety reporting requirements to include the update and accuracy of correctional management information systems (MIS). You will provide administrative support for the Internal Control Evaluation program, and support the development of assessable units and the annual submission of internal control tests. You will assist in the development and coordination of workshops and participates in delivery of training which involves traveling and providing onsite training and administrative support as necessary. Requirements Conditions of Employment Qualifications Your resume must demonstrate at least one year of specialized experience at or equivalent to the GS-07 grade level or pay band in the Federal service or equivalent experience in the private or public sector. Specialized experience must demonstrate the following: 1) Assisting with the application of evaluative and analytical techniques to conduct analyses, evaluations, and program reviews; 2) Gathering, analyzing, and presenting facts regarding complex correctional program-related issues with supervision; 3) Delivering briefings and status reports to all levels of personnel with effective oral and written communication; 4) Following guidance to review and interpret new or established directives, instructions, and regulations to advise senior management on changes and potential impacts to major program objectives, operating policies, and work operations; and 5) Demonstrating knowledge of and adherence to federal laws, guidelines, and regulations pertaining to correctional facility security operations. 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 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. If selected below the full performance level, you may be noncompetitively promoted to the next higher grade level after meeting all regulatory requirements, and upon the recommendation of management. Promotion is neither implied nor guaranteed. 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 any such misconduct. Agency policy states that material omissions regarding such misconduct, or the provision of materially false information, shall be grounds for termination. Education In lieu of specialized experience, you may qualify with the following education or combination of both education and experience: A master's or equivalent graduate degree; OR 2 full years of progressively higher level graduate education leading to such a degree; OR LL.B. or J.D., if related. A transcript must be submitted with your application if qualifying using education. See Required Documents for additional information. Additional Information This position is covered by the Department of Defense Priority Placement Program. The Secretary of Defense has ordered a department-wide hiring freeze subject to certain limited exceptions. This position is subject to the DoD hiring freeze. Offers of employment related to this vacancy announcement will not be executed until the position has an approved exemption. Certain incentives (such as Recruitment and Relocation) 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. 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. During the application process you will have an option 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.
