Recruiting Specialist

The primary purpose of this position is to ????develop, plan, and administer total force recruitment plans, procedures, actions, and promotions associated with the criminal investigative career field at a field operating agency (FOA). In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions. Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems. Examples of specialized experience include:

• 1) Works with wide range of military and civilian HRM laws, executive orders, regulations, policies, directives, instructions, and concepts governing recruiting functions such as military accessions and civilian merit promotion, recruitment and affirmative employment and other programs to serve as an advisor in a law enforcement organization.
• 2) Works with military missions and organizational structures, objectives, operating programs, key positions, and administrative/protocol policies and procedures.; and (3) Works with advanced recruitment and retention HRM principles, concepts, practices, analytical methods, a wide range of qualitative and quantitative techniques, and relationships of various HR disciplines.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in-grade requirements to be considered eligible. One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements. KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Knowledge of the principles, theories, techniques, practices, mission and organizational structure of AFOSI to effectively carry out recruiting responsibilities. Knowledge of the laws, regulations, principles, and practices governing the activities in civilian and military personnel recruitment processes. Knowledge of analytical and evaluative methods to accurately assess information and make sound problem solving decisions. Skill and ability in advising management on controversial or sensitive, complex, and difficult recruitment issues and problems. Skill and ability to communicate effectively with others, both orally and in writing, in working out solutions to problems or questions relating to work. Skill and ability to perform in-depth research, gather facts, and use extensive and effective analytical and evaluative methods to accurately assess information and make sound decisions involving complex recruitment problems. PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week. VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social). Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. #J-18808-Ljbffr Air Force Office of Special Investigations