Summary This is a Title 5 Excepted Service National Guard Employee position This National Guard position is for a PRINCIPAL SARC, Position Description Number T5898000 and is part of the NJJFHQ, National Guard. Responsibilities As a PRINCIPAL SARC , GS-0101-13, you will: Assess, identify, and advocate for adequate staffing, budgetary resources, and technological tools to support the SAPR program; conduct regular assessments of workload and caseload to ensure equitable distribution; and allocate resources based on the evolving needs of SAPR personnel and the victims served. Serve as the state co-chair of the monthly sexual assault Case Management Group (CMG) meetings, state quarterly sexual assault CMGs, and oversee the state High-Risk Response Teams to ensure the victim's safety and the safety of retaliation reporters; facilitate sexual assault victim services and retaliation reporters' referrals; and direct effective SAPR system coordination and ensure appropriate accountability.?This responsibility is not delegable. Formulate state SAPR program objectives and priorities and implement plans consistent with the long-term interest of the state. Provide expert advice on trauma-informed practices; cultural competence; and ethical considerations and guidance to address complex cases, ethical dilemmas, and challenging situations. Manage and oversee planning, implementation, and evaluation of all SAPR activities at the state level; adapt SAPR activities according to state risk and protective factors; and set strategic goals to align to organizational level policy and SAPR mission. Execute Department of Defense (DoD) and Service level sexual assault policy at the state level and serve as the principal advisor to state leadership advising on all SAPR-related matters and implementation of SAPR strategy. Develop and collaborate with relevant stakeholders on SAPR public awareness campaigns, including planning local events for Sexual Assault Awareness and Prevention Month; representing the SAPR program in community outreach efforts as a subject matter expert; and ensuring that outreach efforts align with the SAPR program's strategic goals. Analyze SAPR program, DoD, and tactical data to identify trends and areas for improvement and use that data to inform decision-making and improve SAPR program service delivery; and generate comprehensive reports on program outcomes, achievements, and challenges for internal and external stakeholders across multiple echelons. Brief findings to state stakeholders and leadership. Advise state leadership on the development of Memoranda of Understanding or Memoranda of Agreement related to SAPR within the state, as necessary, to maximize cooperation, reciprocal reporting of sexual assault information, and consultation regarding jurisdiction for the prosecution of service members involved in sexual assault. Manage staff training requirements by establishing individual development plans and providing, arranging, or overseeing necessary on-the-job or formal training, including initial and refresher training, that covers topics such as trauma response, legal updates, and cultural competency to meet the requirements for DoD Sexual Assault Advocate Certification Program (D-SAACP) certification and comply with security, privacy, and confidentiality directives. Implement a transparent and fair performance evaluation process for SAPR personnel within their AOR to evaluate, authorize awards, counsel on performance or behavior, initiate corrective actions as needed, and elevate for approval by higher level officials as required. Hear and resolve complaints from personnel, referring group grievances and more serious unresolved complaints to a higher-level supervisor, manager, or program within their AOR. Effect minor disciplinary measures, such as warnings and reprimands, recommending other action in more serious cases. Performs other duties as assigned. Requirements Conditions of Employment Areas of Consideration: US Citizens Additional Employment Requirements: -Participation in direct deposit is mandatory -May be required to successfully complete a probationary period -Federal employment suitability as determined by a background investigation -Males born after 31 December 1959 must be registered for Selective Service You may be required to successfully complete a 1- or 2- year probation/trial period to assess performance, conduct, agency needs, public interest, and efficiency. Employment ends unless certified in writing that it advances the agencies interest. Qualifications GENERAL EXPERIENCE: Practical knowledge of the following programs, procedures, and policies of the following areas: At least six months of military and or civilian working experience at an intermediate competency level in one of the personnel programs, family programs, or community service programs. SPECIALIZED EXPERIENCE: At least 12 months military or civilian experience or knowledge in the following areas: Presenting formal and informal program briefings to senior leaders Developing training materials with the ability to facilitate effective interactive trainings in sexual assault. Sexual assault and domestic abuse prevention policies, regulations, and statutory requirements in the military or civilian sectors Capable of professionally expressing oneself orally and in-writing; and, experienced in interacting with diversified groups, individuals, and organizations. Military organizations, mission impacts, military lifestyles, civilian resources, and traumatic situations that may contribute to individual and interpersonal stress. Due to the potential for legal or professional conflicts of interest, per CNGBI 1300.01, certain military occupational specialties cannot serve as SARCs or VA. These military positions' professional duties for sexual assault response conflict with the duties required of the SARCs and SAPR VAs. Chaplain personnel and chaplain assistants are NOT appointed as the National Guard SARC or VA Title 5 Excepted Service employees because they have privileged communication granted in the DoD Chaplain Program. Law enforcement personnel are NOT appointed as National Guard SARC or VA Title 5 Excepted Service employees because they have confidential limits in their roles to seek and document the truth of the crime. Judge advocates and paralegals are NOT appointed as National Guard SARC or VA Title 5 Excepted Service employees because their legal responsibilities conflict with SARC or SAPR VA duties and may involve prosecution or defense of alleged offenders. Commanders, CSMs, 1SGs are NOT appointed as National Guard Title 5 Excepted Service SARC or VA employees because their command responsibilities include focus on assessing the facts, functions, and accountability for both the offender and the victim; and these command duties conflict with the National Guard SARC or VA Title 5 Excepted Service employee's duties that are focused only on providing support and resources to sexual assault victims. Medical and Mental Health Providers are NOT appointed as National Guard Title 5 Excepted Service SARC or VA employees because their clinical roles and medical treatment work may require contact with a sexual assault victim; and their clinical roles and their medical treatment duties and responsibilities directly conflict with the SARC or VA work requirements. EOAs and EOLs are NOT appointed as National Guard Title 5 Expected Service SARC or VA employees because they do not have confidentiality and one of the main basis for the program is privacy and confidentiality for the Victim. This position may require temporary duty (TDY) business travel up to 25% of the time. Must possess a valid driver's license and have the ability to operate a motor vehicle should the need arise to operate a government vehicle/motor pool vehicle. May require travel by car, in military and/or commercial aircraft, and by other means of transportation as appropriate to perform temporary duty assignments. Education Degree: behavioral or social science; or related disciplines appropriate to the position. OR Combination of education and experience that provided the applicant with knowledge of one or more of the behavioral or social sciences equivalent to a major in the field. OR Four years of appropriate experience that demonstrated that the applicant has acquired knowledge of one or more of the behavioral social sciences equivalent to a major in the field. Within six (6) months of appointment, must graduate from required SAPR training courses and be awarded the DoD Sexual Assault Advocate Certificate. An active D-SAACP certification must be maintained for this position. Additional Information Security Clearance Must have SECRET Security Clearance prior to start date of appointment (attach proof of clearance @type) If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency (https://www.sss.gov/RegVer/wfRegistration.aspx). IF YOU COPY AND PASTE ANY PORTION OF THIS ANNOUNCEMENT, YOUR RESUME WILL BE DISQUALIFIED Telework The option to telework is subject to the supervisor/branch chief and Director's approval. NOTE: If the individual selected is currently on a Title 10 or Title 32 tour no action can be taken until he/she is released from tour. Hiring an applicant who retired from Active Duty (includes AGR) for T5 NG Employee positions. In accordance with DOD Instruction 1402.01 (Employment of Retired Members of the Armed Forces), a retired member of an active duty component cannot be hired for civilian positions in the competitive and excepted service within 180 days of retirement without an approved TAG waiver packet
