Represents the command in planning and development of human resources management program objectives and resolution of major issues involving DA and the Congress and other executive agencies. Resource Management: Negotiates for resources and associated funding necessary to support program operations and policy implementation. Participates in early stages related to significant changes in mission and management resources to determine effect on functions, structures, and staffing of the civilian work force.
Evaluates employee performance, sets standards and initiates awards. Initiates recognition and disciplinary actions for key personnel. Approves and arranges for appropriate training and development opportunities. Assigns work and establishes positions based on staffing needs and economical utilization. Assesses organizational strengths and weaknesses and supports open relationships, team building, feedback, and related productivity factors.
Participates in the development and promotion of the EEO and affirmative action plan. Ensures that support for EEO policy is understood and followed by subordinate managers.
Program Scope and Effect Level Points The incumbent provides command-wide supervision of the civilian and military human resources program to include the functions of position management and classification, recruitment and placement, management-employee relations, labor relations, training and development, career management, mobilization, and personnel program evaluation. The Headquarters, Department of the Army has approximately 23, US and appropriated fund and non-appropriated fund civilian personnel and 5, military personnel in support of the HQDA.
Organizational Setting Level Points The position reports for direction and performance appraisal directly to a Senior Executive 2 Star equivalent, who reports to the Administrative Assistant to the Secretary of the Army 3 Star equivalent.
Supervisory and Managerial Authority Exercised Level b Points As the HQDAHR program manager, determines overall plan for immediate and long-range goals and objectives, restructuring or reorienting based on economic conditions to include changes in legislation, program authority or approved funding levels.
Partners with HQDA senior leadership and various organizations to ensure effective civilian and military personnel life cycle acquisition and management strategies. Establishes civilian personnel policy, programs, and processes to support those strategies; evaluates outcomes and takes corrective actions; participates with leadership in force mix decisions that accomplish mission at best cost. Directs development of data to support business cases for change; provides expertise and insights; and develops position papers for use in legislative proposals.
Serves as advocate for the HQDA civilian force. Subordinate division chief s are used to manage the work. Contacts Subfactor 4A. Also has frequent contact with servicing CPACs, and their command levels. Contacts may take place in meetings, conferences, briefings, presentations and require extensive preparation.
Assistance includes an explanation of personal employment rights and entitlements under the current operation. It may also include job assistance and job placement temporary or permanent. Other eligible DoD civilian employees who are unable to process through the Repatriation Center must contact both their designated Service Family Centers listed in Annex H for assistance with orders, etc.
These plans should address such issues as safe haven locations, frequency of required reporting, pay, leave, employment entitlements, etc. Service and DoD Agency Headquarters will also provide individuals to augment the designated Repatriation Center civilian personnel processing point and the JRCC Pentagon for servicing employees, as required.
Service and DoD Agency Civilian Personnel organizations, shown at Appendix 1 of this Annex, will advise their serviced employees concerning basic rights and entitlements and inform them of situational decisions regarding the current operation. Employees with return rights will be advised that it is mandatory that they report to parent agency immediately upon reaching safe haven to get instructions for the safe haven period.
These designated centers will ensure personnel accountability for respective employees through entry of relevant DD information into the Automated Repatriation Reporting System. As a minimum:. See Annex S for blank form. Completed forms will show sponsor's fund cite in the appropriate block and required signatures;. Select your branch Air Job Description Jobs. Posted: 9 days ago For job opportunities in this series, The STEM icon indicates that this civilian job has Posted: 12 days ago As a civilian in DOD, you play an important role in the defense of our nation and in supporting our Armed Forces.
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