Summary You will serve as a Management Analyst at the GG-09 grade level under the Administrative Department at NIOC-Pensacola, responsible for providing advice and support for workforce management in the areas of military administration and military personnel and manpower analysis for the Command. Responsibilities You will be responsible for the coordination, analysis, evaluation, execution and management of military manpower resources, analysis and coordination of administrative processes, and the evaluation and execution of personal security. You will provide management analysis advice and guidance of concepts and practices that best support the Command's military manning objectives. You will conduct and provide statistical analysis of military manpower requirements and administrative manning processes and procedures. You will maintain databases to reflect organizational posture and strength, and accurate accountability of military administrative processes, statistics, and reporting requirements. You will serve as the Primary Command Military Pay and Personnel Administrator and liaison with PSD. You will perform analytical, technical and administrative support which includes specialized knowledge of processes, procedures, and practices to support administrative activities. You will perform analysis and provide statistical data for the Command Evaluation and Fitness Report Program and Command Records Management Program. Requirements Conditions of Employment Qualifications Your resume must demonstrate at least one year of specialized experience equivalent to the next lower grade level (GS/GG-07) or pay band in the federal service or equivalent experience in the private or public sector performing the following duties: Experience as a Command Pay and Personnel Administrator, including experience in processing gains and losses, transfer travel claims, and SalesForce experience. Experience and knowledge as a Command Education Service Officer. Possess demonstrated expertise in Navy manning management systems, billet allocation procedures, and the tactical execution of Navy manning policies. Additional qualification information can be found from the following Office of Personnel Management website: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/#url=List-by-Occupational-Series Additional qualification information can be found from the following DON DCIPS policy website: https://www.secnav.navy.mil/doni/Naval%20Intelligence%20Activity/Chapter%205%20-%20Employment%20and%20Placement.pdf Education In lieu of specialized experience, you may qualify with the following education or combination of both education and experience: Successful completion of a master's or equivalent graduate degree. OR Successful completion of two full years of progressively higher graduate level education leading to a master's degree. OR Obtained an LL.B. or J.D. that is related to the position being filled. OR You have a combination of experience and education as described above that equates to one year of experience. Your percentage of the required education plus your percentage of the required experience equal one hundred percent. A transcript must be submitted with your application if qualifying using education. See Required Documents for additional information. Additional Information 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. This position is subject to an initial drug screening, and random testing thereafter. A negative drug test result must be received by HR within 30 calendar days after the EOD (i.e., start date). The selectee's inability to successfully pass; or refusal to conduct the test may result in: 1) the tentative or final job offer being withdrawn during the recruitment process; or 2) subsequently being removed from Federal service for failure to meet a condition of employment. You may be required to sign a "Drug Test Statement of Understanding" if you are selected for this position. 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. 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. 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 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. ICTAP does not apply to Excepted Service positions. All Defense Intelligence positions under the Defense Civilian Intelligence Personnel System (DCIPS) are in the excepted service by specific statue, 10 U.S.C. 1601. This position is in the excepted service and does not confer competitive status. For more information on the DCIPS occupational structure click here. For more information about career advancement in DCIPS click here.
